hydel bullet - january 2016 - ksebea

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Hydel Bullet - January 2016

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KSEB Engineers’ Association

Office Bearers - 2015 - 16

ASSOCIATION

President

Er.E.Mohammed Shereef

Vice-President (S)

Er. K. Radhakrishnakumar

Vice-President (N)

Er. N.T. Job

General Secretary

Er. George Mathew

Treasurer

Er.K.Mukesh kumar

Organising Secretaries

Er. C.V. Premraj (North)

Er. M. Muhammad Rafi (South)

Secretaries

Er. G. Shajkumar (HQ)

Er. Syed Ali T. (South)

Er.V.Suresh (North)

BENEVOLENT FUND

Chairman

Er. P. Jayakrishnan

Vice Chairman

Er. D.S. Rajesh

Secretary

Er. K.R. Rajesh

Treasurer

Er. William Vinayan Raj

Joint Secretaries

Er. V.Anil

Er. P.C. Salil

EDITORIAL BOARD

Chief Editor

Er. P. Muraly

Associate Editor

Er. Kunjunni P.S.

Er. Vishnu Prabhu

Ex. Officio Members

Er. George Mathew

Er. M. Muhammad Rafi

Hydel Bullet(A Monthly Publication of the KSEB Engineers’ Association)

Vol - 4 Issue - 1 January 2016

Contents

Ø Editorial

Ø KSEB Engineers’ Association

Pay Revision Proposals

Er. C.P. George

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The management is acting in such a fash-ion for the last few years as if the additionof a total 100 MW to the system is not atall beneficial. This too in a situation whereproposals for new major hydel projects arebeing opposed tooth and nail right fromthe word go. Such indecisiveness is send-ing a wrong message as to whether thesedelay in decision making are for nurtur-ing any vested interests. It is reliably un-derstood that background works areunderway in distribution wing for intro-ducing new priorities overlooking the keyfunction of distribution of electricity. In thetransmission wing also much hype is seencreated for fixing a priority for movingtowards adopting technological advance-ments in the sector. Though this is a wel-come move, the various interelated issuessuch as the urgency,timing and necessityfor adopting the same, cost benefit analy-sis etc. are not seen undertaken in the rightperspective.

For years, KSEBL had been trying torevive its procurement functions from anarchaic system to a more efficient andreliable modern system . The goal has beento make available the right material at theright place at the right time. The SCM wasintroduced in KSEBL with this objectivewith the assistance of an external agency.But even after years, it has not achievedthe desired goals. Even in this digital age,the newly rechristened SCM departmentis clearly failing to achieve the goal ofpurchasing right materials at the righttime. Though the SCM Software wasdesigned to implement in the Corporatepurchase department as well as in all thethree wings of KSEBL, the same could beimplemented to some extent in theDistribution wing only. The introductionof SCM software in Transmission wing isstill at an infant stage mainly due to lackof priority shown in its implementation.

Sadly, the introduction of such a systemin generation wing has not even thoughtof. This is where the fixing of priorities hasfailed.

Supply Chain Management hasundergone substantial evolution in thepast few decades along with otherchanges in management philosophy.Procurement, once viewed as a low-levelclerical function, is now recognized as akey specialty in any organization’soperations. Though “just-in-time”sourcing has become the standard in manyindustries, it seems KSEBL has not eventhought of moving towards this. Autility’s focus is to keep the lights on andrespond rapidly to emergencies. While abloated inventory full of stranded assetsincluding spare components that are nolonger required, may not look good on thebalance sheet and we haven’t doneenough to part away with it. It has beenproved that, in the long run inventoryproblems can lead to significant drains inrevenue.

KSEBL has decided to open retailwindows of a limited number of approvedelectricity meter manufacturers at allelectrical sections from where theconsumer can source his meter if opted for.But since it has not been made mandatoryfor all consumers to purchase meters fornew connections such a move has causedmuch confusion to the consumers as wellas employees. Infact such a move shouldhave been adopted only after the internalpurchase mechanism for meters is madefool proof and meters are made availableto all sections on demand be it for newconnection or for replacement ofdamaged/electromechanical meters. Thisgoes a long way in showing that thepriorities are being fixed in a wrong way.

Due to dearth of line materials, thefield staff and officers are suffering a lot

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PAY REVISION PROPOSALS - 2016

1. INTRODUCTION

Electricity is the backbone of the modern society and is expected to remain so forin the foreseeable future. It has become a supreme prime need for a common manwhich links to everything from a human’s subconscious fear of the darkness to thepractical need for working illumination in an industrialized world. The entire worldessentially runs on electricity, in one form or another. Electricity is not only ingrainedin modern life, it is also critical for its continued existence, as electricity is the mainsource of power produced world-wide.

Creation of Electricity State Boards, Central Public Sector Units, enactment ofspecial rules and laws are but few examples of the thrust given by Central and StateGovernments in the country to this life-line sector. Over the years the power sector inthe country has under gone sea-change. The Electricity Act 2003 and the regulatoryregime under which the sector has to operate, has made the sector more complex.Now the electric power industry has become so complex with diverse stakeholderswith diversified interests and goals. These include generating companies, transmissionutilities, distribution companies, consumers, manufacturers, market intermediaries,

and their hue and cry is either not heardor pretended to be not heard. Thefinalisation of specification of equipmentand materials, procuring materials at theright time taking into account the leadtime, ensuring uninterrupted flow ofmaterials, assuring quality of materials etc.are some of the preliminary duties of theSCM department. If field officers procurethe materials, the above objectives cannotbe fully accomplished due to variousreasons. The other SCM provisions likereverse logistics are not functioning atmany places and still section offices haveto travel long distances to collect materials.KSEBL has to go a long way inmodernising its purchase functions.Regulating the local purchase is verycrucial and also adopting modernmethods of procurement like spot rates,split orders, rate contract, just in time entrywill help in speeding up the existing

system. Since power sector has beenworking in a regulatory environment, thetimely supply of right materials is ofutmost importance. It seems that nourgency is seen in fixing priority for thisaspect.

Another area of wrong priority is inthe Human Resources Management. Thepriority for posting of Chief Engineers inkey functions like Planning, Supply ChainManagement and HRM has beenneglected and new posts of ChiefEngineers are created for reasons bestknown to the management. The trend hasnow started moving downwards in thehierarchy.

We urge the management to fixpriorities in such a manner that the corefunctions are given its due weightage andthen only move on to adopting latesttechnological advancements to avoid apossible crumbling of the organisation.

v

Er. C.P. George

Chairman

KSEBEA Pay Revision Committee

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academic institutions, technologists, economists, financial institutions, planners,administrators, government authorities, regulatory bodies and many others. Even thedecisions at the basic levels may involve considerable formal and informal interactionwith stakeholders making the job of the power engineers highly competitive anddemands multidisciplinary skills. This calls for an overall understanding of all relatedareas in addition to the technical aspects involved in the job. Especially for the Stateowned utilities it has become a challenging task to render the service, striking a balancebetween the universal service obligation and commercial viability duly heeding to theGovernment objectives and policies. All this has a direct bearing on the nature of workof the power engineers in the sector.

As such the nature of work, duties and responsibilities, service conditions andlevel of productivity of power sector are different from that of the Government. TheElectrical Engineers work in a charged atmosphere and prone to Electrical Accidents,which may be fatal some times. The work involves fullest attention, sharp and focusedapproach with full operational knowledge. The nature of the work also demands atask completion approach rather than time based approach. The engineers are theprime movers for this sector and need to be motivated appropriately for the best results.Thus the pay structure of power sector engineers were de-linked from State Governmentengineers pay structure and the power engineers in the KSEB were awarded with a

far superior pay. The previous State Governments and erstwhile KSEB managementshad held this view and boosted the morale of engineers in the sector by awardingappropriate pay structure and allowances. But it is observed that this principle ofrecognition of competency, skill and work load has been diluted during the last payrevisions. Hence KSEB Engineers association is of the opinion that a deservingcompensation in this pay revision is the need of the hour for empowering and motivatingthe power engineers in KSEBL for the better future of the state power sector.

Kerala Power Sector

Right from the date of its inception KSEB is striving hard to achieve the sole objective“Total Consumer Satisfaction”. Be it Generation, Be it Transmission or Distribution,the state have achieved many bench marks in operational parameters as a result of theselfless effort and hard work of the power engineers in the Organization. In spite ofmany infrastructure limitations, financial issues and power availability issues, the factthat the state power sector recorded a better level of overall performance is to beattributed to the extra efforts and additional burdens carried out by the power engineersin KSEB.

Meanwhile, Government of Kerala, in exercise of powers conferred under Section131 & 133 of Electricity Act 2003, re-vested all the functions, properties and all interests,all rights and liabilities of KSEB to Kerala State Electricity Board Limited, a companyincorporated under Companies Act 1956. Kindly note that the relevant provisions inthe Electricity Act and the National Electricity Policy guaranteed better terms andconditions for its employees in the new company. As such the employees of KSEBhave not rewarded with any better service package while implementing the transferscheme and we may remind the government and the management about this deservingright which is still overdue.

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As of now, the power engineers in KSEBL are working in an entirely differentcompetitive environment charged with heavy responsibilities and scarce resources.The prevailing environment in the state power sector demands greater dedication,professionalism and competency from power engineers and the new pay structureneed to provide appropriate motivation and do justification for this requirement.

As such the works and responsibilities of the power engineers are not comparablewith any other categories of the employees and hence we demand a separate paystructure for the Power Engineers in KSEBL.

The Rationale:

The KSEB Engineers Association believes in the motto “DESERVE and DEMAND”.The pay revision proposals we make are arrived at, after exhaustive study of the payscales of similar utilities across the country. They include both State and Central PSUslike PGCIL, NTPC, BHEL, Delhi Transco, Punjab, APTRANSCO etc. Our demands are“just” and shall be considered keeping in view the volume of work, the responsibility,the environment and the criticality of the post with performance track record.

The entire annual compensation payment to the power engineers will cost theorganization less than 2% of the cost of electricity handled annually. Kindly note thatthe annual growth rate of electricity consumption in the state is 5-6% and aproportionate increase in compensation is the basic requirement to maintain the samelevel of performance. With great plans for modernization and reduction in AT & Closs from the present 14-15% to 9-10%, highest level of motivation to the power engineersis the natural requirement and same can be achieved by sharing a fraction of theproposed gains to the Sector. Association guarantee that appropriate compensationwill definitely motivate the engineers to yield far better results for the organizationand the state power sector in the long run.

2. THE PAY STRUCTURE IN PRACTICE IN VARIOUS UTILITIES IN THE COUNTRY

With the present complexity of power sector, the job of the power engineers inIndia has become dynamic, challenging and demand highest level of competency. Inorder to attract the best talents and to motivate power engineers in the organizationfor best results, all power utilities in the country are providing best pay packages to itspower engineers. Before presenting our proposals we would like to draw the attentionof the Committee to the salient features of pay packages of various utilities in theCountry:

The Basis adopted by Central Utilities in arriving at new pay in revised payscales:

The new basic is sum of the following:(1) Basic pay plus stagnation increments in existing scale if any.(2) DA as on date of neutralization on (1) above(3) Fitment benefit at the rate as determined on (1+2) above

The aggregate so arrived to be rounded off to the next Rs.10/- and basic pay fixedequivalent to that amount.

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Example:

1. Present Basic 500002. DA @ 50% 250003. Sum of 1 & 2 750004. Fitment on above sum 120000

(@ 60% of new basic)DA:

The DA is being revised on quarterly basis i.e. 4 times a yearHRA:

There is no ceiling on the maximum HRA that can be drawn.Allowances:

There are two kinds of allowances being provided by the PSUs. One set ofallowances are based on location, performance and working conditions whereas theother, titled “Cafeteria Approach” wherein the employee is free to choose from a setallowances subject to condition that they should not exceed a fixed percentage of theirpresent basic pay.(1) The allowances that are based on work and location include:

Ø Performance Related Pay / Bonus / Generation IncentiveØ Shift AllowanceØ Night Shift AllowanceØ Field Compensatory Allowance/ Site allowanceØ Project Allowance/ Generation allowanceØ Area Compensatory allowance/ Isolated area allowanceØ Tunnel allowance / Confined space allowance

Ø Spread Over allowanceØ Risk allowanceØ Emergency call allowances

(2) The Cafeteria Allowances:

In this the Employee is free to choose from a set of allowances subject to a maximumceiling of present basic of that employee.The allowances in this basket include:

ü Canteen Allow / Meal Vouchers 5% to 7.5%ü Children Edu. reimbursement 10%ü Hostel Subsidy 10%ü Professional Update Allow 10%ü Conveyance / Transport Allow 2% to 5%ü Washing Allow 5%

ü Vehicle R&M Reimbursement 5%ü Domestic Help Allow. 10%ü Electricity Reimbursement 10%

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ü Newspaper / Prof Lit Reim 5%ü Driver Allow. 10%ü House up keeping 5%

ü Self-Development Allow 15%ü Club Membership 10%ü Gardener Allow. 10%ü LTC 15%ü Other Allow. Up to 10%

The ceiling limit on the Cafeteria allowances in some Organizations:

PGCIL……………… 49%

NTPC………………. 47%

BHEL……………… 46%

]Medical Facility:

The companies are providing 100% medical assistance without any upper ceiling.

The treatment is cashless in empanelled hospitals.

Grade Pay / Cadre Pay:

As a token of recognition of service rendered by an employee many utilities are

providing Grade Pay to their employees.

A comparison of Gross Monthly Pay of Employees:

A Newly Recruited Graduate Engineer in Cities will get:

Utility Gross pay In Rs. Higher thanKSEBL by (%)

In Power Grid* 90356 105

In NTPC 79954 82

In BHEL 70552 60

In Delhi Transco 70057 59

In APTRANSCO 46523 6

GoK 44456 1

In KSEBL 44070 —

*As per the recent notification of Power Grid for the recruitment Fresh Graduate

Engineers the approximate CTC is Rs.13.40 Lakh per annum.

For almost all these utilities the next pay revision is from 1.1.2017. The quantumtowhich the future pay package of employees of these utilities will jump is beyondimagination.

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3. Executive Summary:

With the present complexity of power sector, the job of the power engineers inIndiahas become dynamic, challenging and demand highest level of competency. Inorder to attract the best talents and to motivate power engineers in the organizationfor best results, all power utilities in the country are providing best pay packages toits power engineers.

The Power Sector is a specialized field and is entirely maintained, run andmanaged by the Power Engineers with the support of other wings. There used to bedifferent scales for the Engineers and non-Engineers with distinct weightage for powerengineers. But of-late this difference is not maintained and compensation given tothe engineers are diluted. In practice all the risks are borne by the Power Engineersonly. In fact the other supporting staffs in accounts, billing, establishment and othergeneral wings have the same duties as in any other departments. To differentiatebetween technical and non-technical employees and the need to maintain parity, asa recognition to the professional service and expertise rendered by the engineers,there shall be a hike in the pay for the Power Engineers compared to the equivalentcadres in other services.

The Power Engineers in KSEBL work in a charged atmosphere and prone toElectrical Accidents, which may be even fatal some times. The work demand fullestattention, sharp and focused approach with highest level of skill and full operationalknowledge. The work in KSEBL demands task completion approach rather thantime based approach from the Power Engineers. The engineers are the head of theoffices and the prime movers for the sector. Engineers are made responsible for everyaspect of performance in the organization. They have to be available and work round-theclock to meet the emergencies.

At present the carrier levels offered for engineers in KSEBL is only five where asit is more than nine levels in Central Public Sectors like PGCL and NTPC. Even instate government departments like PWD and Electrical Inspectorate, the engineersare provided with not less than eight levels of carrier growth. Kindly note that thisdisparity has created an environment with highest level of stagnation among PowerEngineers employed in various critical jobs in KSEBL. Any responsive managementcan measure its consequence on the level of motivation and its influence onproductivity, where power engineers are the prime movers in the sector. Hence wepropose nine carrier levels for Power Engineers with time bound promotion after 5years for all levels from Assistant Executive Engineer to Deputy Chief Engineer Cadre.In case of Assistant Engineers, as it is the entry cadre for graduate engineers, wepropose a higher cadre on completion of one year of service, in tune with GraduateEngineer Trainee levels in all relevant Public Sector Utilities in India.

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As per the last Pay revision order no. GO (Ms) No.46/11/PD dated, 23/11/2011the pay and allowances of the Officers of Kerala State Electricity Board was revisedwith effect from 01/07/2008 for a period of five years. As such, the period of validityof above revision expired on 30/06/2013. While thanking the Management andGovernment for allowing revision in every five years, the Association after exhaustiveanalysis of the pay packages of various State Utilities & Central PSUs and the presentEconomic Scenario prepared a detailed pay and allowance revision proposal, the gistof which is presented below:

Ø DA as on 30-06-2013 in the pre-revised scale is to be merged with the pay

Ø Fitment benefit of 60% be allowed on Basic as on 30-06-2013

Ø New Basic to be arrived at by adding the Basic, DA and Fitment on Basic

Ø The Basic so arrived to be fixed as per Master Scale at immediate next level.

Ø Service Weightages be given as per length of service mentioned below in the

revised scales:

§ Up to 7 Years of Service……..…. Two Increments

§ 7 to 14 Years of Service ……….. Three Increments

§ 14 to 21 Years of Service………. .Four Increments

§ Above 21 Years of Service……… Five Increments

Proposed Cadre levels, Grade promotion and Cadre Pay

No Designation Present Proposed

1 Assistant Engineer 200 5000

2 Assistant Engineer (HG) Grade Post 5000

3 Assistant Executive Engineer 250 6000

4 Asst. Executive Engr. (HG) Grade Post 6000

5 Executive Engineer 300 7500

6 Executive Engineer (HG) Grade Post 7500

7 Deputy Chief Engineer 1000 9000

8 Deputy Chief Engineer (HG) Grade Post 9000

9 Chief Engineer 1500 10000

We propose grade promotion for all cadres from Assistant Executive Engineer toDeputy Chief Engineers on completion of five years of service. Relevant places whichneed experienced engineers in the cadre may be identified and reserved for the highercadre post. In case of no availability of vacant place, the officer with higher grade maycontinue in his junior post till vacancy arise.

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As the Assistant Engineer Cadre is the entry cadre for graduate engineers, wepropose to treat the first year of service as trainee cadre in tune with the carrier levelsin other public sector utilities and provide them higher grade on successful completionof one year of service.

KSEB Engineers Association request the management to consider suitable renamingof these higher grade posts and to implement the time bound grade promotion proposalwithout further delay as the engineers working in various critical places are highlydemoralized due to serious stagnation issues.

Existing Allowances in KSEBL

Sl.No. Nature Present Proposed

1. Medical Rs.55/- Cashless treatment in empanelledhospitals and annual no claimbonus for better healthawareness

2 HRA Is being paid from HRA to be paid in tuneRs.280/-toRs.1680/- with Central PSU norms

3 CCA Rs.350/- 5% of the MOGS

4 PermanentConveyanceAllowance/Conveyanceallowance Rs.300/-

5 Operation Rs.500/- and@125%Allowance: of normal rate onGeneration completion of 3 year(Hydro and continuous serviceThermal)

6 Hydel Area Rs.500/- and @125%allowance of normal rate on

completion of 3 yearcontinuous service

7 Hill tract Rs.280/and will not 5% of MOGSallowance be paid in area-4

Amount equivalent to urbanareas, additional 25% for ruralareas and additional 50% for hillyand remote areas

15% of the MOGS for 21 daysavailability for the O & M worksin the station with 125% increasefor every 3 year continuous service

10% of the MOGS and @ 125% ofnormal rate on completion of 3year continuous service

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8 Project Allowance Rs.2000/- for officers 10% of the MOGS for 21working in projects days availability in theunder construction project work.

9 Isolation Area Rs.2000/- and @125%Allowance of normal rate on

completion of 3 year

10 Shift duty Allowance Rs 175 - 225 Rs.200-250 for everyshift

11 Tunnel Allowance Rs.250/- 10% on MOGS

12 Investigation allowance Rs.2000/- 5% on MOGS

13 Special dutyallowance Rs.320 – Rs.500 5% on MOGS

14 Technical Allowance Rs. 50 – Rs.100/- 5% on MOGS

15 Research / Designallowance Rs.200 -350 5% on MOG

16 Teaching allowance 250 - 400 5% of MOGS

17 IT allowance Rs.1000/- 5% on MOGS

18 Conveyance allowance Equivalent to 50-60 ltrsfor Phy. challenged Rs.600/- of petrol

19 Educational allowance Actual fee need to beto Parents of mentally reimbursed/physically challengedchildren Rs.500/-

20 Warm Cloth allowance Rs.500/- once in twoyears 1000/- per annum

21 Spectacle allowance Rs.1000/- twice in 1500/- in 10 yearsservice

*At present the payment of allowance to the officers are limited to any two allowancesonly at their choice in addition to DA, HRA, CCA, Medical allowance and educationallowance to parent of physically challenged children.

Engineers Association is of the opinion that this limitation is demotivating forfield engineers who are sincerely dedicated to the task oriented jobs. Hence we demandthat there shall not be any limitation on location based and work based allowances.

15% of the MOGS for 21days availability in thestation with 125%increase for every 3 yearcontinuous service

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Newly Proposed Allowances

Sl No. Nature Proposed Allowance

1 Conveyance AllowanceWhere exclusive vehicle isnot provided

2 LTC on annual basis withoutinsisting for proof of Journey

3 Energy Manager/ EnergyAuditor Certificate One Increment

4 Certification on Systemoperator Course One Increment

6 Certification of regulatoryaffairs One increment

7 Statutory duty allowance 10% of MOGS

8 Generation Incentive for 10% of the MOGS for achievingEngineers working in O & every quarterly targetM function of the generatingstation (Hydro & Thermal)

9 Night duty Allowance Rs.200 – 250/- per night in additionto shift duty allowance should be givenfor Engineers working in GenerationShifts and LD shifts

10 Protection, testing &commissioning dutyallowance 30% of the MOGS

11 Electricity ConsumptionCharges Reimbursement forEngineers not allottedQuarters

12 Tunnel Allowance for 10% of basic payEngineers working inMoolamattom PH

Amount equivalent to 50-60 ltrs of petrolfor urban areas, additional 25% for ruralareas and additional 50% for hilly andremote areas

LTC in tune with CentralPublic Sectorand 15days PAY + DA for those notavailed

Cost of consumption of fixed energyconsumption is to be reimbursed toengineers

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13 Thermal allowance for O &M Engineers in Thermal Stn. 5% of basic pay

13 Spl. Allowance for EngineersAttending to Emergency Duties 10% on basic pay

14 Uniform allowance for O &M Engineers in Thermal &Hydro stations Rs.5000/- per annum

15 Canteen Allowance / MealVouchers Rs.100/- per day

16 Quarter Up keepingAllowance 5% on basic pay

17 Construction Allowance 25% of MOGS

Loans & Advances

Nature Existing Proposed

House Building Advance Rs.25 Lakh

Car Loan Rs.7.5 Lakh

Motor Cycle Advance Rs.75,000/-

Computer Loan Nil Rs.50,000/-

Children Higher EducationLoan Nil Rs.10,00,000/-

Multipurpose Advance Nil One month Salaryper Year

4. THE PROPOSAL

A befitting pay package not only motivates the engineer to work much better butalso helps him to up keep his social esteem. Further in this competitive world to attractthe best talent pool into the organization an attractive pay package is a must. Thus thisassociation puts for the following pay package for the Engineering fraternity of thepower utilities of the state and requests the management to approve them in the lightof the nature of work involved, the progress made and the challenges in store for theengineers of KSEBL.Date of Revision:

It may please be recalled that the pay and allowances of the Officers of KeralaState Electricity Board was revised with effect from 01/07/2008 for a period of fiveyears. As such, the period of validity of above revision expired on 30/06/2013.

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This Association requests the management to reckon 01-07-2013 as the date of revision,allowing all financial benefits from that date onwards.

1. Merger of DA: In any pay revision, it is customary for the management to mergeD.A paid to its employees as on the date of revision in pay and evolve new payscales. Hence it is requested to merge DA admissible as on 01-07-2013.

2. Fitment Benefit: Based of the study of rate of inflation, the pay received by thecomparable utilities & economic parameters, KSEB Engineers’ Association demands

a Fitment Benefit of 60%. Such fitment proposed is still far less than that of PowerGrid, NTPC or APTCL.

3. Rate of Increment: The incremental rate shall be 5% of the current basic pay of theemployee.

4. Proposed revised pay scale of Engineers: Based on above principles the proposedMaster Scale and scales of other Engineering Cadre, up to Chief Engineer cadre areworked out and shall be as follows:

STATEMENT OF EXISTING /PROPOSED PAY SCALES

Existing Master Scale

20170 870/2 21910 945/6 27580 1130/6 34360 1290/5 40810 1380/5 47710

1520/5 55310 (29yrs)

Proposed Master Scale for Power Engineers:

50430 2520/2 55460 2780/6 72140 3510/6 93800 4700/5 117300 5870/5 146650

7340/5 183350 (29yrs)

The above proposed scales are with DA merged scales with effect from 01-07-2013.

5. Pay Scales: The proposed revised initial pay of Assistant Engineer cadre is worked

out as follows:

a) Present Basic Pay : Rs.20170.00

b) Add DA @ 90 % as on 1-7-2013 : Rs. 18153.00

On basic pay

c) Add fitment benefit @ 60% on basic pay : Rs. 12102.00

Total : Rs. 50425.00

To be fixed in the Master scale : Rs. 50430/-

6. Span of the Scales: The corresponding revised scales shall be evolved dulytaking the Fitment Benefit and Admissible DA. The difference between starting scalesof Engineering Cadre shall be as follows:

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Sl.No Cadres Minimum service for Grade Minimum differencepromotion eligibility of increments to be

maintained in starting scales

1. AE to AEE 5 years 7 increments (5 Annualincremeets and 2promotional increments.)

2. AEE to EE 5 years 7 increments (5 Annualincrements and 2promotional increments.)

The revised basics thus calculated shall be as follows:

AE - 50,430/-

AEE - 69,360/-

EE - 93,800/-

DCE - 1, 17,300/-

CE - 1, 46,650/-

l The Normal date of increment of incumbent shall be protected

l Engineers may be allowed to exercise their option in the revised scales either inthe lower cadre or in the existing cadre or in the promoted cadre post and eitherwith effect from 01-07-2013 or their normal date of increment as per their choice.

l For those incumbents whose increments falls on 01-07-2013 (date of revision) theymay be allowed to draw normal increment in the revised scales on 01-07-2013after opting to the revised scales of pay.

l The Engineers who have reached maximum of pre-revised scale and have exhausted4 stagnation increments beyond the maximum of the scale shall be allowed oneincrement per year on completion of each year of service from the date of theirstagnation in the pre-revised pay scales on normal basis for the purpose of payfixation in the revised scale till the next pay revision.

7. Service Weightages: The service one has rendered to the organization shall beadequately compensated at the time of pay revision. Thus the contribution for thegrowth of the organization by the seniors is to be recognized in the form of Serviceweightage. Thus the service weightages shall be given based on the length of theservice of an employee.

Hence this Association requests the Management to grant service weightage incrementsas shown below:

a) Up to 7 Years - Two increments.

b) 7 to 14 years - Three increments.

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c) 14 Years to 21 years - Four increments.

d) Above 21 Years - Five Increments

8. Grade Promotion & Grade Pay: The existing period for granting SGP scales mayplease be reduced to 5 years which is a period of eligible service for next promotionfrom AE to AEE and from AEE to EE. This Association is of the view that time boundgrade promotion and grade pay should be given to any cadre soon after completingeligible service.

5. ALLOWANCES:

The Association is of the opinion that the lack of appropriate focus in the allowanceaspect of the compensation has adversely affected the morale of the field engineerswho works under adverse working conditions. It is observed that during every payrevision the allowances are postponed stating that they will be considered in due coursebut never happens later. Thus, so far management has not taken any serious view onthe consequence of lack of appropriate compensation for engineers working underadverse working conditions. This time KSEB Engineers’ association request themanagement to seriously consider some of the genuine new allowances that are putforward by us to acknowledge the extra work load burdened by the engineers and toprovide motivation for delivering sincere efforts and acquiring up to date knowledgeof the functions they are entrusted in the prevailing task oriented environment.

As the nature of the work and responsibilities are generally classified according tothe functional nature of the power sector, we have generally classified the allowanceunder generation, transmission and distribution functions separately

JUSTIFICATION FOR ALLOWANCES

A. Allowances common for all

1. Medical Allowance: The existing Medical Allowance of Rs.55/- per month is justfor name sake and is not adequate at least to meet the consultation fee of a specialistonce in a month for one member of a family. Therefore we request for Cashless treatmentin empanelled hospitals and a no claim bonus at the end of the financial year forpromoting better health and fitness awareness among employees.

2. House Rent Allowance: The present ceiling on HRA may please be removed andappropriately compensated as was being done by the Central Government and PublicSector undertakings like NTPC, PGCIL etc.

3. City Compensatory Allowance: The present CCA being paid to the employees isvery meager and is not in commensuration with the cost of living. Hence, this Association requests to enhance the CCA to 10% on Minimum ordinary Grade Scale(MOGS) to all the Engineers from AE to CE. It is further requested to extend this CCAto all of our members working in Municipal Area.

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4. Conveyance Allowance for P.H. Employees: The existing Conveyance Allowance

for all P.H. Employees is Rs.600/- per month. This amount is too small and hence an

amount equaling the cost of 50-60 liters of petrol is to be paid as conveyance allowance.

5. Conveyance / Fuel Allowance: Presently Rs.300/- is being provided as permanent

conveyance allowance for AE & AEE of distribution to compensate their expenses of

travel incidental to the discharge of their duties in the respective areas of work within

a distance of 8 kms from the headquarters. The remaining expense need to be claimed

as TA. As such the system is not effective and not rendering justice to the engineers

who are making extensive journeys in their personal vehicles for execution of their

responsibilities at a satisfactory level. Hence, we request the management to provide

conveyance allowance @ an amount equaling the cost of 50-60 liters of petrol for

performing journeys within their jurisdiction. This will be a solution for so many issues

with respect to the vehicle availability and the demoralizing beaurocratic delays in

getting the TA claims.

6. Leave Travel Concessions: The Leave Travel Concession is another benefit that is

given to all employees every where in the country. Electricity Boards and Central Public

Sector Undertakings like NTPC, PGCIL etc., in the country are permitting the employees

to go anywhere in India in the block period of 4 years and home town in a block period

of 2 years. Therefore, this Association request that the engineers of KSEBL also be

provided with the LTC benefit in tune with the Central Public Sector Under takings.

For those who cannot avail LTC due to official duties, 15 days’ pay plus DA may be

allowed.

7. Energy Manager / Energy Auditor Certificate Allowance: BEE is awarding Energy

Manager / Energy Auditor Certificate to promote energy audit where by energy

conservation can be achieved. In order to motivate Engineers of KSEBL to get certified

Energy Managers or Energy Auditors, benefit equivalent to an increment be given as

allowance for those who get certified and maintain its validity.

8. System Operator Certification: CERC in its order dated 7th May 2008 in suo motu

petition 58/2008 and the Pradhan committee report (the study committee set up by

MoP) endorsed the need for appropriately skilled operators for secure operation of

power system in India and recommended a system of mandatory certification for System

Operators. The certification at basic level is beneficial shall boost the competency of for

every power engineer in the sector and need to be encouraged. In order to motivate

the Engineers of KSEBL working in the relevant areas to get certified, benefit equivalent

to an increment be given as allowance for those who get certified and maintain its

validity.

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9. Certification on Statutes, Standards and regulatory frame works: In today’sregulatory environment, it is important that the practicing engineers in power sectorneed to be well versed with the various statutes, regulations and mandatory standardsin power sector. In order to motivate the engineers in KSEBL to acquire relevantknowledge and skills, a system of Certification in tune with the system introduced byNPTI may be introduced and , benefit equivalent to an increment be given as allowancefor those who get certified and maintain its validity.

10. Cadre Pay: The Power Sector is a specialized field and is entirely maintained, runand managed by the Power Engineers with the support of other wings. There used to

be different scales for the Engineers and non-Engineers with distinct weightage forpower engineers. But of-late this difference is not maintained and compensation givento the engineers are diluted. In practice all the risks are borne by the Engineers only. Infact the other supporting staffs in accounts, billing, establishment and other generalwings have the same duties as in any other departments. To differentiate betweentechnical and non-technical employees and the need to maintain parity, as a recognitionto the professional service and expertise rendered by the engineers, there shall be ahike in the pay for the Technocrats compared to the equivalent cadres in other services.The Electrical Engineers work in a charged atmosphere and prone to ElectricalAccidents, which may be fatal some times. The work demand fullest attention, sharpand focused approach with highest level of skill and full operational knowledge. Thework in KSEBL demands task completion approach rather than time based approachfrom the engineers. The engineers are the head of the offices and the prime movers forthe sector. Engineers are made responsible for every aspect of performance in theorganization. They have to be available and work round- the- clock to meet theemergencies. Hence, we request the management to provide appropriate cadre pay toall the serving Engineers.

11. Electricity Consumption Charges Reimbursement: Many State Electricity Boards

are allowing its employees to utilize Electricity at free of cost or at nominal cost. Further,the organizations like KSRTC, Railway and Airlines are giving free travel facilities totheir employees. In similar lines, this Association requests the Management to reimbursethe cost of 300 units Electricity consumption per month to all the Engineers, who arenot allotted Quarters and reimbursement of full electricity charges for those engineersstaying in allotted Quarters.

12. Spl. allowance for Engineers attending to Emergency Duties: The Engineersworking in maintenance wings have to be available round the clock to attend theemergencies any time and to reduce the down time. Hence Maintenance/ Emergencycall allowance @ 10% on MOGS shall be paid to relevant Engineers.

13. Canteen Allowance/Meal Vouchers: To start with, the allowance may be

provided@ Rs.100 per day in duty through it is being paid @ 5% of MOGS in Central

PSUs.

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14. Quarter Up-keep Allowance: To start with, the allowance be provided@5% onMOGS to up keep the quarter and surrounding as being paid in Central PSUs.

15. Additional Charge Allowance: The additional charge allowance may please berevised to 50% of the existing salary to all those Engineers who are holding fulladditional charge. Further, this Association requests to allow the additional chargeallowance for the entire period of holding the charge duly removing the existing limitof 3 months.

B. ALLOWANCES FOR GENERATING STATIONS

1. Hydel Area allowances: This is a location based allowance and every one workingin the hydroelectric project area is eligible for the same. The existing hydel area allowanceis meager and does not commensurate with the remoteness, poor medical andeducational facilities. This has lead to the acute shortage of competent engineers willingto work in generating stations and adversely affected the performance of the generatingstations and availability of the machines in the system. Hence Association request 10%of the MOGS and @125% of normal rate on completion of 3 year continuous service

2. Isolation Area allowance: This allowance is meant for officers working in specificremote generating stations in addition to the Hydel area allowances. The existingallowance does not commensurate with the remoteness, poor medical and educationaland recreation facilities. The acute shortage of competent engineers and staff willingto work in these stations have adversely affected the performance of the generatingstations and availability of the machines in the system. Hence association requests15% of the MOGS for 21 days availability in the station with 125% increase for every3 year continuous service.

3. Operation Allowance: This allowance is meant of engineers working in Operationand maintenance of the Power Station and is in addition to the location allowanceseligible for them. The existing allowance does not commensurate with the level ofexpertise, skill and experience required for the O&M jobs in the generating stations.The dearth of competent and experienced engineers in our generating stations areadversely affecting its performance and availability. Hence association request 15% ofthe MOGS for 21 days availability for the O & M works in the station with 125%increase for every 3 year continuous service

4. Shift duty Allowance: The engineers working in shift @ power stations are prone tofor tension and hazardous body cycle which have direct impact on their health. Thejob demand highest level of focus and right response in time. Hence all the Engineersworking in Shifts shall be provided allowance of Rs.200-250/- per shift

5. Night Shift Allowance: The hazardous health impact on attending night is alreadyproven by medical experts and the service of engineers working in night shifts need tobe acknowledged and compensated for motivating them for the service. Henceassociation recommends Rs. 200 - 250/- per night shit as a token compensation inaddition to the shift duty allowances for the service provided by them

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6. Generation Incentive for achieving target: Our Hydel generating stations are ourstrength and we need to ensure that they are well maintained and available as per therequirement of the SLDC. The efforts of Engineers in this regard are reward worthy.Hence they may be provided a performance based incentive @ 10% on MOGS, whichwill boost the morale and makes them achieve even higher. This system is in existencein all PSU generating stations in India.7. Project Construction Allowances: For officers working in projects underconstruction. The existing project allowances does not commensurate with arduousnature of duties, unhealthy atmosphere, high level sound, remoteness and poor medicaland recreation facilities. In view of the above, there is deserving need for considerableenhancement of generation allowance. Hence this Association requests to enhancethe Project allowance as follows:

a. Diesel & Gas Stations Site 10% on MOGS

b. Hydel stations Site 10% on MOGS

8. Tunnel Allowance: The O & M engineers working in Moolamattom undergroundpower station is working in an unhealthy atmosphere with the risk of scarcity of normaloxygen level and high level of sound. The existing allowances does not commensuratewith arduous nature of duties, unhealthy atmosphere and high level of sound they aresubjected to. Hence association requests for 10% on MOGS to the Engineers workingin Moolamattom PH.

9. Uniform allowance: Engineers working in Operation and Maintenance of Generatingstations are exposed to specific working environment where normal civil dress is notsuitable and advisable. Hence they must be provided with executive uniforms as perthe requirements and association request to allow them appropriate uniform allowancenot less than Rs.5000/- per annum10. Thermal allowance: The O & M Engineers working in Thermal Generating stationsare working in an unhealthy atmosphere subject to extreme working environmentsand highest level of sound. At present no specific allowance that acknowledge thearduous nature of duties, unhealthy atmosphere and high level of sound they aresubjected to. Hence association requests for 10% on MOGS to the Engineers workingin thermal Generating stations.

C. ALLOWANCES FOR TRANSMISSION

1. State Load Dispatch Center:

The work of Load Dispatch Center Engineers are most complex and unique.Their importance and relevance in the power sector has been officially documented inthe report of “Pradhan Committee” Constituted on Man Power, Certification &Incentives for System Operation and the ring fencing of Load Dispatch Centre andrecommended higher compensation for SLDC employees considering the nature ofwork. As per the committee recommendations Engineers working in SLDC are beingimparted special training and they are to clear System operator certification examcomprising three levels. The committee mandated that every Engineer working in SLDC

23


should clear the first level. The System operator in SLDC is to have a regional perspectivewhile discharging his duties. As the Southern Grid is integrated with The NEW Grid &Commissioning of 765 KV lines in southern region made the system operation morecomplicated. Narrowing down of Frequency band has put more stress on the Engineers.Nearly all the States in India is providing special package to the SLDC Engineers formaintaining highest level of motivation and spirits in them. Keeping all the above inview and with a special mention of Pradhan Committee recommendation again, theAssociation demands that:

Ø The present SLDC engineers shall be provided with an allowance @ 20% on

MOGS

Ø System Operator Certification: CERC in its order dated 7th May 2008 in suomotu petition 58/2008 and the Pradhan committee report (the study committeeset up by MoP) endorsed the need for appropriately skilled operators for secureoperation of power system in India and recommended a system of mandatorycertification for System Operators. In order to motivate the Engineers working inSLDC to get certified, additional benefit equivalent to 20% on MOGS be given asallowance for those who get certified and maintain its validity

Ø Shift duty Allowance: All the employees working SLDC Shift shall be given Rs.200– 250 per shift in addition to the SLDC allowance.

Ø Night Shift Allowance: The hazardous health impact on attending night is alreadyproven by medical experts and the service of engineers working in night shiftsneed to be acknowledged and compensated for motivating them for the service.Hence association recommends Rs. 200 - 250/- per night shit as a tokencompensation in addition to the shift duty allowances for the service provided bythem

2. Shift Allowance: The engineers working in shift @ EHT Substations are prone tofor tension and hazardous body cycle which have direct impact on their health.All the Engineers working in Shifts shall be provided allowance @ Rs.200 – 250per shift.

3. Spread over Allowance: Recognizing the range of responsibilities and difficultiesinvolved to the Engineers working in transmission wing, appropriate compensationneed to be provided to them to do justice for their efforts and motivating them forthe present challenges. They need to be task oriented and work focused formaintaining the substation and ensuring the availability of transmission elementirrespective of time and season. Hence the engineers shall be awarded withallowance @ 15% on MOGS

4. Allowance for Construction Engineers: The Construction works in transmissionare quite tough and risky. Dealing with contractors, politicians, local people,extensive traveling are making the job more difficult. Hence Association demandsthat all Engineers working in Construction shall be given allowance @ 25% onMOGS.

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5. Protection/ Testing/ Commissioning Allowance: The Engineers under protection& PET wings play a key role in system restoration works to keep the networkdown time low. The System Protection engineers are the knowledge bank of theorganization. The job demands thorough knowledge of the network, protectiverelaying, and working in odd hours / holidays and exceptional endurance. Oncea Protection / Testing Engineer takes up the job on breakdown, they will leave

the work spot only after restoration, which sometimes lasts days. Recognizing theefforts and suitably compensating them will boost the morale of the Engineersworking in these wings. Hence Association requests the management to considerproviding the allowance @ 30% on MOGS.

6. Incentive Scheme: KSEBL won many laurels for its stupendous performance atnational level. The efforts of Engineers in this regard are reward worthy. Hencethey may be provided a performance based incentive @ 10% on MOGS, whichwill boost the morale and makes them achieve even higher. This system is inexistence in Central PSU, PGCIL.

7. Rural Area Allowance: The Engineers working in rural areas deprived of facilitiesavailable in urban areas like education, medical and recreation facilities etc. Theyare facing lot of hardship in the field and it is becoming very difficult for themanagement also to make the engineers work in rural areas satisfactorily. Hence10 % on MOGS shall be allowed towards compensation of deprived facilities,problems being faced and to encourage the Engineers to work in rural areassatisfactorily.

8. HRA for all sub-stations which are remotely located & deprived of eligiblequarters: In some of the EHV Sub-stations where some accommodation (noteligible) are provided, the Engineers working are denied of HRA. But the Engineersresiding at the poorly constructed Quarters are suffering because of lack of basicamenities such as Schools, Hospitals, Drinking water and such other facilities.The quarters are constructed in view of the importance of the need of technicalman-power on 24/7 basis. But because of the disadvantages stated above, theattrition rate is very high. Therefore HRA equivalent to the nearest area applicableshall be given to the Engineers even though they reside in quarters.

D. ALLOWANCES FOR DISTRIBUTION

1. Operation Allowance: A distribution AE plays the most crucial role in distributionfunction, as his work involves direct contact with end consumer. He is the face ofthe Organization. In KSEBL he is being made responsible for O & M, the capitalworks, the revenue collection, complaint redressal and even the statutory functionof the Assessing Officer! The work pressures as well public pressures are quitehigh in a distribution section. Taking account of these facts, the Associationdemands that the Section Engineers be given allowance @ 100% on MOGS.

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2. Spread over Allowance: Recognizing the range of responsibilities and difficultiesinvolved to the Engineers working in distribution, appropriate compensation needto be provided to them to do justice for their efforts motivating them for the presentchallenges. They are facing lot of hardship in the field and are being subjected topressures from public, political and people representatives. The working

environment in distribution has now deteriorated to such a level that thedistribution function is the last option for young engineers. Hence the engineersshall be awarded with allowance @ 35% on MOGS.

3. Statutory duty Allowance: Some engineers are notified as statutory officers asper the provisions of the Electricity Act and performing the function in additionto their normal responsibilities. Accordingly they deserve additional compensation@ 10% of MOGS

4. Spl. Allowance for Engineers working in Vigilance and APTS Units: Keepingin view the difficult nature of work involved, better compensation is to be providedto Engineers working in APTS and Vigilance Units. They works in very hostileenvironment and every now and then, they are man-handled. As most of thepower thieves have link with anti-social elements, there are some risk elementinvolved in their job. Hence they deserve special allowance and bettercompensation. Hence it is requested that they be provided with allowance @ 20%of the MOGS

5. Incentive Scheme: KSEBL as a distribution licensee need to perform consistentlyfor sustainability of the state power sector and the Engineers need to be motivatedaccordingly to the goal. Hence they may be provided a performance based incentive@ 10% on MOGS, which will boost the morale and makes them aim higher andachieve the goal.

6. Rural Area/ Remote Area Allowance: The Engineers working in rural/remoteareas deprived of facilities available in urban areas like education to their children,medical facility for self and family members and recreation facilities. They arefacing lot of hardship in the field and it is becoming very difficult for themanagement also to make the engineers work in rural/remote areas satisfactorily.They are being subjected to pressures from public, political and publicrepresentatives. Hence 10 % on MOGS shall be allowed towards compensation ofdeprived facilities, problems being faced and to encourage the Engineers to workin rural areas satisfactorily.

7. Construction allowance for Engineers working in distribution projects: Forimplementing the quantum of capital works (including mechanization andmodernization) required in the distribution function as envisaged in the nationalelectricity plan and GoI programs with quality demands, greatest level ofmotivation, highest level of competency, 24x7 responsibility and ultimate dedicationto the work. As such these works need to be completed in time to ensure theenvisaged benefits to KSEBL the State. It involves dealing with contractors,politicians, local people and pressure on timely completion are making the job

26


highly competitive and tough. At present we have distribution constructionfunctional units in RAPDRP only. With the estimated quantum of works involvedin the proposed DDUGJY, IPDS and KSEBL capital investment plans in the entiredistribution, we propose to expand such functional units in every Electrical Circles.Hence Association demands that all Engineers working in Project Constructionshall be given allowance @ 50% on MOGS.

6. LOANS & ADVANCES1. House Building Advance: At present, no house building advance is being provided

to the engineers in KSEBL. House Building Advance of Rs.25 Lakh shall be givento all the eligible Engineers once in their life time. Provision shall also be made totake over the loan of the eligible Engineers who have borrowed from the Banksfor various reasons. Further it is requested to reduce rate of interest on HBA to5.5% annual rate Interest.

2. Motor Vehicle Advance: The budget allocation for vehicle loans shall be enhancedand the advances shall be as follows with 5.5% annual rate Interest:

For Two Wheelers Rs.75, 000/-

For Four Wheelers Rs.7.50 lakhs

Further, this Association request to extend the eligibility for vehicle loan of twowheelers to all the Engineers appointed on regular basis and for four wheeler tothose who have put in 3 years of service.

3. Computer Loan: Computer Loan of Rs.50, 000/- shall be provided all Engineersin KSEBL

4. Children Education Loan: An amount of Rs.10 Lakhs shall be provided as Loanfor Children Higher Education purpose.

5. Multi-purpose Advance: We request the Management to sanction one month

salary of the employee as on the date of application, once in a calendar year towards

multipurpose advance without interest as is being granted in NTPC/PGCIL totheir employees and shall be recoverable in 11 monthly equal instalments .

7. CONCLUSION:

As such, we have presented a balanced pay revision proposal for the better futureof the power sector in the state with appropriate acknowledgement of the efforts andperformance of the power engineers who are the prime movers of the power sectorand motivating them to face the challenges ahead. The proposal is based is focused onfollowing specific points and philosophies:Ø Separate Pay structure for Power EngineersØ The pay structure should be in tune with the pay structure in practice in

various power utilities in the countryØ The pay structure should reflect the responsibilities, relevance and

competency requirement of the postØ Reasonable compensation allowances need to be provided for engineers based

on location, performance, competency and working conditions and to do justicefor their efforts, same shall be provided to them without any ceiling or limitation

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Ø In order to put an end to the stagnation issues, the present 5 level engineeringhierarchy in KSEBL may be revise to 9 level hierarchy in tune with the centralpower sector utilities by providing grade promotion after fixed years of serviceafter each cadre post.

The Association requests the Management and the Pay Revision Committeeto look into the demands with respect to the performance requirement of the sectorand the relevance of the Employees in general and Power Engineers in particularkeeping in view of the compensation provided by Central PSUs, which are in thesame field.

v

Sneha Merin Shaji ,D/o. Er. Shaji Thomas,Assistant ExecutiveEngineer,Generation Division,Moozhiyar was a member of theKerala State Team (Chess-Senior Girls) which won the Silver Medalin the National School Games held at Nalgonda in Telenganaduring January 2016.

CongratulationsCongratulationsCongratulationsCongratulationsCongratulations

Er. T. Sukumaran , Kannur unit passed away on 22.10.2015. He retired from Board’sservice on 30.09.2007 as Assistant Engineer, Electrical Section, Kolachery. He enteredon Board’s service during 1979 and promoted as Assistant Enginner in 2004. Hismajor service was in Distribution areas. He is a loyal and active member of kannurunit. KSEB Engineers Association expresses our deep condolences on his sad demise.

Er. M.T. Bharathan , Kannur unit passed away on 20.10.2015. He retired fromBoard’s service on 31.05.2002 as Assistant Engineer, Electrical Section, Kolachery.He entered on Board’s service during 1969 at Electrical section Valapattanam. Hehas worked in Hindustan Aeronautics Ltd, Banglore for one year. He was a sincereand hard working Engineer of the highest integrity. He is a loyal and active memberof kannur unit. KSEB Engineers Association expresses deep condolences on hissad demise.

Er. Narayana Pillai,Rtd. AEE, Thiruvananthapuram unit passed away on23.01.2016. He was a sincere and hard working Engineer of the highest integrity.He is a loyal and active member of Thiruvananthapuram unit. KSEB EngineersAssociation expresses deep condolences on his sad demise.

Er. T.P. John, Rtd. CE Thiruvananthapuram unit passed away on 10.01.2016. He was a sincereand hard working Engineer of the highest integrity. He is a loyal and active member ofThiruvananthapuram unit. KSEB Engineers Association expresses deep condolences on his

sad demise.

ObituaryObituaryObituaryObituaryObituary

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29


sems° N¿® \S-°p-tºmƒ FX AwK-ß-fpsS Nn¥m-ti-jn-bmWv ]tbm-P-\-s∏-Sp-Øp-∂-Xv. ]t£ ap∂Wn `c-Whpw thm´p-cm-jvSo-bhpw IqSn h∂-t∏mƒ \ΩpsS t\Xm-°-sfms° \njvIn-b-cmbn, hy‡-amb HcpXocpam\hpw FSp-°m≥ tijn-bn-√m-Ø-h-cm-bn.

Aßs\ ]iv\-ß-sf√mw tImS-Xn-bn¬ FØm≥ XpS-ßn. AXns‚ h‡m-°ƒ PqUo-jy≥ AIvSn-hn-k-sa∂v ]d™vAXns\ t]m’m-ln-∏n-®p. \Ωƒ Xncs™SpØ Kh¨sa‚n\v Hcp A[n-Im-chpw C√m-Ø-Xn¬ \ap-s°mcp ]bmk-hp-an√. Ct∏m-gsØ tImS-Xn-Ifpw cmjvSo-b-ambn henbA`n-]m-b-ß-fp-f-f-h-cm-Wv. am[y-a-ß-fm-sW-¶n¬ tImSXn hnNm-c-W-°n-S-bn¬ ]d™vt]mIp∂ Imcy-ßƒ hsc FSpØv (Nm-\-ep-Iƒ) N¿®mhnj-b-am-°pw.

At∏mƒ ]d™ph∂Xv i_-cn-aebnse kvXo ]th-i\ ]iv\-am-W-s√m.U¬ln-bnseßm≠p-ff aq∂v bph h\nXh°o-e-∑m-cmWv hmZn-Iƒ. Ah¿°Xn¬AhnsS Z¿i\w \S-Ø-W-sa-∂p-ffX√]iv\w. kvXo kzmX-¥y-am-W-h-cpsS hnj-bw. CsXmcp Aº-ehpw Ahn-SsØ hnizm-k-ßfpw BNm-c-ßfpw Dƒs∏´ hnj-b-am-Wv.AXn¬ tImS-Xnbvt°m `c-W-L-S-\bvt°m ]tXy-In®v Hcp Imcy-hp-an-√. a‰vaXß-fpsS Bcm-[-\m-e-b-ß-fnepw Fs¥√mw BNm-c-ßƒ ]men-°p-∂p. AsXms°bp‡n°pw \nb-a-Øn\pw A\p-cq-]-am-bn-cn-°-W-sa∂v iTn-°p-∂Xv icn-b-√. lnµpAº-e-ß-fnse BNm-c-ßƒ Ahn-SsØ]XnjvT Ign-bp-tºmƒ, F¥v Bh-iy-Øn\p-th-≠n-bmWv AXv ]Wn-X-sX∂v Hm¿Ωn-®p-sIm-≠v, \m´p-Iq´w IqSn-bmWv Xocp-am-\n-°p-∂-Xv. Imew Ign-bp-tºmƒ Imem-\p-kr-X-amb am‰-ßƒ BNm-c-ß-fn¬ hc-pØm-\p-ffA[n-Imcw cmPm-hn-\p≠v (C-t∏mƒ k¿°m-cn-\v). P\-lnXw am\n-®p-thWw AXv \S-∏n-em-°m≥. Aß-s\-bmWv ChnsS t£X]th-i\ hnfw-_cw cmPmhv \S-Øn-bX.v

tImSXnIf√ AXv sNtø-≠-Xv. hnizmkßfnepw c-W-L-S-\°pw a\p-jym-h-Im-i-ßƒ°psam∂pw Hcp ]k-‡n-bp-an-√. tIkvsImSpØhsc tImSXn kwc£n°m\pwAs√-¶n¬ Aan-°kv Iyqdnsb (kn-\n-a-bn¬Iq-Sn P\-Øn\v Hcp-hm-°m-Ws√m CXv) h®vtIkv \S-Øp-sa-s∂ms° ]d-bp-∂Xv ][m\hnj-b-Øn¬ \n∂pw i≤Xncn-°m≥ th≠n-am-X-am-Wv.

t\csØ ]e ]mhiyw Cu ]w-‡n-bn¬ kqNn-∏n-®n- p-f-f-XmWv, \ap°v ]Sn-™m-dp-\n∂v Ipsd kzmX-¥yßfpw Ah-Im-i-ßfpw In´n-°-gn-™-t∏mƒ, FhnsS IbdnF¥p]d-b-W-sa∂pw F¥p sNøW-sa∂pw\ap-s°mcp cq]-hp-an√. ^©v Nn¥-I≥kmXr ]d-™Xv t]mse "Np‰nI ssIbn-en-cn-°p-∂-h\v ImWp-∂-sX√mw BWn-sb∂vtXm∂pw'. Cu kzmX¥y AXn-]-kcw Imc-W-amWv tdmUv A]-I-S-ß-fn¬ s]Sp∂ lX-`m-Ky¿ AhnsS InS-°m≥ hn[n-°-s∏-´-h-cm-Ip-∂-Xv.

Cu kzmX-¥y-ßsf°pdn-®p-ff Adn-hn-√m-bva-bmWv i_-cn-ae ]iv\-ØnepwDf-f-Xv. AhnsS Cu BNm-c-ßƒ Fßs\\ne-hn¬ h∂p Fs∂m∂pw Adn-bmsX HcpBth-i-Øns‚ t]cn¬ tIkpw ad-dp-ambn\S-°p-∂Xv s]mXp-P\ i≤-bn¬ \nev°m≥th≠n amX-am-Wv. CsXmcp ][m-\-hn-j-am-sW-∂-Xn¬ Hcp kwi-b-hp-an-√-s√m. B[p-\nI bpK-Øn¬ Cß-s\-bp-ff Imcy-ß-fn¬Xocp-am\w FSp-°p-tºmƒ P\-lnXw IqSnBcm-bp-∂Xv \√-Xm-Wv. hnI-knX cmPy-ß-fn¬ Cu coXn hfsc ]m_-ey-Øn-ep-≠v.B cmPy-ßsf A\p-I-cn-°p-∂-Xm-Ws√mCt∏mƒ \ΩpsS mj≥. AXp-sIm≠v Cuhnj-b-Ønepw P\-ßƒ°n-S-bn¬ (hn-izm-kn-Iƒ°n-S-bn¬)Hcp lnX ]cn-tim-[\ \S-Øp-I. Hcp Xocp-am\w FSp-°m≥ k¿°m-cn\Xvhfsc KpW-I-c-am-Ipw. AX-√msX Cu hnj-bw- Ipsd Bth-i-°m-cpsS hnh-c-an-√m-bva°vhn´p-sIm-Sp-°p-∂Xv icn-b-√.

vvvvv

30


32 h¿jsØ HutZym-KnI Pohn-Xw. AXn-\n-S-bn¬ t\cn-tS-≠n-h-∂Xv Ggv hnPn-e≥kvAt\z--j-W-ßƒ. s]≥j-\mbn 18 h¿j-ßƒ°p-tijw A·n-]-co-£-bn¬ \n∂ptamN-\w.

1972-˛¬ Nß-\m-t»cn ‰n.-kn.-k_v Unhn-j≥ Akn.-F-Ivkn. F©n-\o-b-dm-bn-cn-°p-tºm-gmWv BZy At\z-j-Ww. No^v F©n-\o-b¿ \SØp∂ c≠p Znh-k-ßƒ \o≠p\n∂ tIm¨^-d≥kn¬ ]s¶-Sp-°m-\mWvUn∏m¿´p-sa‚¬ Po∏n¬ Xncp-h-\-¥-]p-c-sØ-Øn-b-Xv. \√ kpJ-an-√m-Xn-cp-∂-Xn-\m¬ mcy-sbbpw Iqń. BZy-Zn-hkw mcy-ho-ń¬ Xma-kw. ]nt‰-Zn-hkw Xncn-®p-t]m-Ip-tºmƒ ]´-Øp-h®v Hcp k∫v C≥kvs]-IvS¿ ssIImWn®v Po∏p \n¿Øn; ]cn-tim-[n-®p.Po∏n¬ mcybpw Hcp lm≥Uv _mKpw. Xncn®vNß-\m-t»-cn-bn-seØn 10 Znhkw Ign-™-t∏mƒ No^v F©n-\o-b-dpsS sasΩm.kwÿm\ hnPn-e≥kv dnt∏m¿´p kln-Xw.""Po∏n¬ `mcy-sbbpw a‰v Personal Effectes

sIm≠pt]m-bn.

kXyw kXy-ambn t_m[n-∏n®psIm≠vadp-]Sn sImSpØp. GXm-bmepw Hcp hmWnw-Kn¬ HXp-ßn.

c≠m-asØ A\p-`hw ssh‰ne Akn.FIvkn-Iyq-óhv F©n-\o-b-dm-bn-cn-°p-I-bm-Wv. Hcp Znhkw cmhnse t_m¿Uns‚ hnPn-e≥kv Un.-ssh.-F-kv.-]n. Hmô- n¬ Ib-dn-h-∂p. hfsc Kuc-h-`m-h-Øn¬ sFUnIm¿sU-Sp-Øp-Im-Wn-®p. ""\nß-sf-°p-dn®vhfsc Kuc-h-X-c-amb ]cm-Xn-bmWv Inń-bn-cn-°p-∂-Xv.''

""F¥mWp km¿?''

""\nßƒ I¨kyq-ta-gvkn¬\n∂v mcn®ssI°qen hmßp-∂p-sh∂p amX-a√, Imcy-ßƒ ka-bØp sNbvXp-sIm-Sp-°msX ]oUn-

sI.-F-kv.-C.-_nbpw hnPn-e≥kpw ]ns∂ Rm\pwsI.-]n. tKm]m-e-Ir-jvW≥

∏n-°p-Ibpw sNøp-∂p.''

""Cu ]cm-Xn-bn¬ Ig-sºm-∂p-an√ km¿,Xm¶ƒ At\z-jn-®n v ta¬\-S-]-Sn-Iƒ kzoI-cn-®p-sIm-≈p-I.''

""\nßƒ Fs‚ IqsS Po∏n¬ t]mcn-I.Rm≥ sXfn-bn-®p-X-cmw.''

""km¿ s]mbvs°m-fq. Rm≥ Fs‚Po∏n¬ ]ndtI h∂p-sIm-≈mw.''

t\tc Xncp-hm-Wn-bq-cn-te°v. Hcp IS-bpsS ap∂n¬ Po∏v \ndpØn. ]cm-Xn-°m-c≥ImØp-\n-ev]p-≠m-bn-cp-∂p. Po∏n-\-Sp-tØ°vh∂v Un.-ssh.-F-kv.-]n.sb sXmgp-Xp.

""\nß-fpsS ]cm-Xn-bn¬ ]d-™n-cn -°p∂ Imcyw kXy-am-W-t√m.''

""AsX km¿.''

""Bscm-s°-bmWv ssI°qen hmßn-b-h¿?''

""km¿ B Hmh¿ko-b-dmWv 1000 cq]hmßn-bXv, an√n-te-°p≈ ]uh¿ Atem-t°-j-\p-th≠n Akn.-F-Ivkn. F©n-\o-b¿°v500 cq], F.-C.bv°v 300, Abmƒ°v 200F∂mWv ]d-™-Xv. td‰v H´pw Ipd-bv°m≥Akn.-F-Ivkn. F©n-\o-b¿ kΩ-Xn-°n√F∂mWv Hmh¿ko-b¿ ]d-™-Xv.''

""Akn. FIvkn. F©n-\o-b¿ t\cn-´mtWm hmßn-b-Xv.''

""A√ km¿, Hmh¿ko-b¿h-gn-bm-Wv.''

""Akn. FIvkn. F©n-\o-bsd I≠m-e-dn-bptam?'' Cu \nev°p-∂-h-cn¬ Bsc-¶n-ep-amtWm?''

""Rm≥ I≠n-ń√ km¿.''

Un.-ssh.-F-kv.-]n. Xncn®v Po∏n¬ Ibdn.

31


Ft∂mSp ]d-™p.

""\nßƒ Xncn®p s]mbvs°m≈q; Rm≥\mep aWn°v Hmô-kn¬ hcpw. AhnsSImW-Ww.''

IrXyw \mep aWn-°p-Xs∂ At±lwh∂p. cmhnse I≠ Kuc-h-`m-h-Øn-\p-]-Icw Hcp kuay-`mhw; Hcp kulr-Z-`m-hw.

""tkmdn anÃ¿ tKm]m-e-Ir-jvW≥. sX‰n-≤-cn-®-Xn¬ tJZ-ap-≠v. F¶nepw Hcp ]cmXn-In- n-bm¬ At\z-jn-°p-I-sb-∂p-≈-Xm-Wt√mRß-fpsS Npa -X-e. GXm-bmepw BHmh¿ko-bsd shdpsX hnSn-√.''

""tkmdn-sbm∂pw th≠ km¿. Xm¶ƒ°v kXyw t_m≤y-am-bt√m AXp-a-Xn.''At±lw Xncn-®p-t]m-bn. a‰v sk‚-dp-I-fpw.a‰v c≠v sk£-\p-I-fnepw t]mbn ]u∆¿Atem-t°-j-\p-th-≠n-bpw, hnZyp-—‡n IW-£-\p-th-≠nbpw ImØn-cn-°p∂ ]e-scbpwI≠v t_m≤y-s∏-ń-´mWv At±lw Xncn-®p-t]m-b-Xv.

Hmh¿ko-bsd Hmô-kn¬ hcp-Øn.

""Xs∂ Fs‚ GP‚p ]Wn h√XpwGev]n-®n-´pt≠m?''

""£an°Ww km¿, _p≤n-ap-´p-sIm≠vsNbvXp-t]m-b-Xm-Wv.''

""Xs‚ _p≤n-ap´v Fs‚ sNe-hn¬Xo¿t°-≠m. IqSp-X¬ _p≤n-ap´v t\cn-Sm≥Xøm-dm-bn-s°m-f-fq.''

""Atøm, NXn-°s√ kmtd.''

""Rm\m -bn´ v H∂pw sNøp -∂n -√.]s£...''

HcmgvN Ign™v Abmƒ°v Sm≥kv ¿;tjmf-bm-dn-te-°v.

* * *

aq∂m-asØ A\p-`hw Xncp-h-\-¥-]pcwk∫v doPn-b-W¬ tÃm¿ Akn.-F-Ivkn.F©n-\o-b-dm-bn-cn-°p-tºmƒ.

"tKm]m-e-Ir-jvW≥km¿ tÃmdn¬\n∂vkz¥w Imdn¬ sNºp-I-S -Øn-s°m≠pt]mIp-∂p.'

]cmXn Pb-N-µ≥km-dns‚ apºnepwFØn. ho≠pw hnPn-e≥kv At\z-jWw.hnPn-e≥kv Hmô-k-tdmSv Imcy-ßƒ Xpd-∂p-]-d-™p.

""Fs‚ Imdn¬ HcSn hoXw \of-ap≈c≠v "sNºv ]´'Iƒ sIm≠p-t]m-bXv kXy-am-Wv. sIm√-Øp≈ All Steel F∂ Iº-\n,tÃmdn¬\n∂pw ]gb sNºp-I-ºn-IƒsIm≠p-t]mbn Dcp°n 1½” hoXn-bp≈sNºp-]-´-I-fm°n Xncn-®p-X-cpw. Sm≥kvt^m¿a¿ tÃj-\p-I-fn¬ _ v _m¿ D≠m-°m-\mWv Cu sNºp-]-´-Iƒ D]-tbm-Kn-°p-∂-Xv. ]m∏-\w-tImSv C≥U-kvSn-b¬ FtÃ-‰n-ep≈ RRL F∂ ÿm]-\-Øn¬ sSÃvsNbvXn´v Dcp-°nb sNºp-]-´-Iƒ 99.5%

purity D≈Xm-sW∂v Dd-∏m-°n-sb-¶nte Xncn-s®-Sp-°m≥ ]mSp-≈q. km[m-c-W-K-Xn-bn¬GsX-¶nepw sk£-\nse Po∏n¬ tÃm¿Io∏¿ Xs∂-bmWv RRL˛¬ sIm≠p-t]mbnsImSp-°p-∂Xpw Xncn®p hmßp-∂-Xpw. Hcm-gvN-bmbn Po∏p In´p-∂n-√. t]cq¿°S AEEhnPb-Ip-am-dpw, sh≈-b-ºew AEE DΩ¿Ip-ńbpw \n¿_-‘n-°p-∂p. ""4 Sm≥kvt^m¿a¿tÃj-\p-Iƒ dUn-bm-bn-cn-°p-∂p. _kv_m¿icn-bm-°m-Ø-Xp-sIm-≠p-amXw Nm¿÷psNøm≥ ]‰p -∂n -√. \m´p -Im¿ _lfwhbv°p∂p.''

RRL Fs‚ Xma-k-ÿ-e-Øn-\-Sp-ØmWv.No^v kb‚nÃv tUm. efn-Xmw-_n-I Fs‚kplrØpw kl-]m-Tn-bp-amb ]ikvXimkvX-⁄≥ R.V.G tat\ms‚ `mcy-bp-am-Wv. B kulrZw ImcWw Rm≥ Xs∂Fs‚ Imdn¬ c≠p sNºp- _m-dp -IƒsIm≠p- t]m-bn, t\cn-´p-I≠v A`y¿∞n-®-]-Imcw c≠p-Zn-h-k-Øn-\Iw sSÃv dnk¬‰vInń. km[m-c-W-K-Xn-bn¬ c≠m-gvN-sb-¶nepwFSp-°p-am-bn-cp-∂p. t]cq¿°-S-bnepw sh≈-b-º-eØpw Sm≥kvt^m¿adpIƒ Nm¿÷p-

32


sN-bvXp.'' hnPn-e≥kv Hmô-k¿°v Imcy-ßƒ t_m≤y-s∏- p. Fs∂ A`n-\-µn-°m\pwad-∂n-√. Pb-N-µ≥ kmdn-t\mSv t\csØXs∂ kXyw ]d-™n-cp-∂p. Cu kw`-h-Øn-\p -tijw Hcp kXyw t_m≤y-s∏-´p ."Un∏m¿´p-sa‚n-\p-th≠n kz¥-am-bn- dnkv°vFSp°p∂-h≥ A]am\-Øn-\n-c-bm-Ipw.']s£, AXp-sIm≠v dnkv°v FSp-°m-Xn-cn-°m≥ ]‰n-√. ]n∂oSv ]e ]mh-iyhpwCXnepw Kuc-h-X-c-amb dnkv°v FSpØv hnP-bn-®n-´p≠v.

]p\-eq¿ FIvkn. F©n-\o-b-dm-bn-cn-°p-tºm-gmWv ASpØ hnPn-e≥kv tIkv. F≥Pn-\o-tbgvkv Atkm-kn-tb-js\ iXp-hmbnImWp∂ Hcp Akn. FIvkn. F©n-\o-b-dpsS tXm∂ym-k-ßƒ°v Iq´p\n¬°m≥Xøm-dm-Im-Xn-cp-∂-Xns‚ ]I -Xo¿°m≥ I≠-am¿§w.

Hcp Znhkw 3 aWn-bm-b-t∏mƒ sU.No^v F©n-\o-b-dpsS Nm¿÷v hln-°p∂Fkv. P\m¿±-\≥]n-≈-km¿ Hmô-kn¬h∂p. IqsS knhn¬ AE, tKm]nbp-ap-≠v.

""tKm]m-e-Ir-jvW≥ Imdn¬ Ibdq.''

""Ftßm-´mWv km¿.''

""CS-a-Æn-te-°v.''

CS-a¨ 220kv k∫v tÃj-\n-te-°m-sW-∂mWv Icp-Xn-b-Xv. AEE Po∏n¬ ap∂n¬ Po∏vCS-a¨ ˛ ]p\-eq¿ 66 KV sse\ns‚ Hcpsemt°-j-\n¬ sN∂p-\n -∂p. Rßƒ]ndtI-bpw. F√m-hcpw Imdn¬ \n∂n-d-ßn.

""km¿, CXp-It≠m?'' Hcp ]nSn IΩyq-WnÃv ]® s]m°n-∏n-Sn-®p-sIm≠v AEEP\m¿±-\≥ ]n≈-km-dn-t\mSv ]d-™p. FKn-sa‚\p-k-cn®v shń-°-f-bp∂ ImSv 50 ao‰¿Zqsc-sIm≠v If-b-W-sa-∂m-Wv. tIm¨Sm-IvS¿ FKn-sa‚ v A\p-k-cn-®p≈ tPmenSatisfactory Bbn sNøm-sX-bmWv _n¬Ab-®n-cn-°p-∂-Xv.''

""AXsbm Ds≈m? Hcp ]nSn -bt√

D≈q. tKm]o AX-ßp -hmßn ZqscIf-t™tc'' P\m¿±-\≥km¿ tKm]n-tbmSp]d-™p.

""km¿ Rm≥ CXp-I≠p ]nSn-®n-cp-∂n-s√-¶n¬ ChnsS InS∂-gpIn hf-ambn IqSp-X¬ImSv hf-cp-∂-Xn\pw, Aßs\ ho≠pw ImSp-sh-´m≥ t_m¿Un\v hºn® kmº-ØnI_m≤y-X-bp-ap-≠m-Ip-am-bn-cp-∂p. AXp-I-W-°m-°m-sX-bmWv EE _n√v k¿°n-fn-te-°-b-®n-cn-°p-∂-Xv.''

""k¿ Rm≥ sN°v saj¿ sNbvXsemt°-j-\-√n-Xv. t\csØ Ip‰w I≠n-cp-s∂-¶n¬ AEE _n¬ Ab-°-cp-Xm-bn-cp-∂p.""Satisfactory BsW∂v AEE Xs∂k¿ńss^ sNbvXn-´p-≠v'', Rm≥ ]d™p.P\m¿±-\≥]n≈ km¿ Xncn®pw t]mbn.]s£ ]n∂oSv Cu kw`-hhpw Hcp hnPn-e≥kv F≥Iz-b-dn-bn¬ s]mßn-h-∂p.

***

]p\eq¿ \n∂v Fs∂ sIm√w ao‰¿Iº\n Fw.-Un.-bmbn \nb-an-®p. Nm¿sP-SpØvHcm-gvN-I-gn-™-t∏mƒ ae-bm-f-Ønse Hcp]apJ ]X-Øn¬ Hcp hm¿Ø

""sU]yq-t´-j-\n¬ h∂p IpSp-ßn.''

""Un∏m¿sa‚ v Po∏n¬ Xan-g-\m-Sn¬t]mbn kz¥w hoń-te°v Acn-bpw, ]e-hy-RvP-\-ßfpw ]®-I-dn-Ifpw hmßn-s°m-≠p-h-cp-∂-Xn-\n-S-bn¬ ]p\-eq¿ FIvkn. F©n-\o-b-dm-bn-cp∂ sI.-]n. tKm]m-e-Ir-jvWs\hnPn-e≥kv ItømsS ]nSn-Iq-Sn.'' sk≥tk-j-\-¬ \yqkv! ‰n. inh-Zm-kta-t\m-\mWv hnZyp-›-‡n -h -Ip∏v a¥n. At± -l-Øns‚ip]m¿i -]-Im-c-amWv Fs∂ ao‰¿ Iº\nFw.-Un. Bbn \nb-an-®-Xv. Rm≥ tNw_-dn-seØn At±-lsØ I≠p.

""km¿ Fs∂°pdn®v hfsc Kpcp-X-c-ambBtcm-]-W-amWv Hcp ]ap-J-]-X-Øn¬ h∂n-cn-°p-∂-Xv. CX Kpcp-X-c-amb Btcm-]-W-hn-t[-b-\mb Hcmsf Hcp s]mXp-ta-J-em-ÿm-]-\-Øns‚ Xe-h-\mbn h®n-cn-°p-∂Xv

33


a¥n-k-`-bpsS ]Xn-—m-b-°p-Xs∂ If-¶-ap-≠m-°pw. Rm≥ cmPn hbv°p-I-bm-Wv.''

""Rm≥ ]d-™n-´mWv \nßsf AhnsS\nb-an-®n-cn-°p-∂-Xv. Rm≥ ]d-bp-tºmƒ Xncn-®p-t]m-∂m¬ aXn. Cu ]X-amtWm Rß-fpsS ]Xn-—mb Xocp-am-\n-°p-∂Xv? \nßƒAhn-sS-bn-cp∂v B Iº\n icn-bm-°m≥t\m°v.''

sI.-B¿. Kucn-b-Ω-bmWv C≥U-kvSokvhIp-∏p-a-¥n. Rm≥ t\cn- p-I≠v CsX Imcyw]d-™p.

""B ]X-amtWm Bsc-sbm-s°, Fhn-sSms° \nb-an-°-W-sa∂v Xocpam\n-°p-∂-Xv. AXn-\mWv Rß-fn-hnsS `cn-°p-∂-Xv.Xm≥ t]mbn Iº\n \∂m-°m≥ t\m°v.Xs∂-°p-dn®v At\z-jn-®n- p-X-s∂-bmWv Iº-\n-bpsS Xe-h-\mbnØs∂ \nb-an-®n-cn-°p-∂Xv?''

Bizm-k-am-bn. c≠p-t]¿°pw A`n-]m-b-hy-Xym-k-sam-∂p-an-√. ]s£ CXn-\p-]n-∂n¬ t_m¿Un-se-Xs∂ D∂-X-cmb c≠vDtZym-K-ÿ-∑m-cpw. B AEEbpw D≠m-bn-cp-∂p.

Cu D∂X DtZym -K -ÿ-∑m -cpsS"t\man\n'sb ao‰¿ Iº\n Fw.-Un.-Bbn\nb-an-°m≥ i‡-ambn ip]m¿i sNbvXn´pw\S-°msX t]mb-Xn -ep≈ ]Xn -Imcw;AEEsb Iq´p-]n-Sn-®v, ]X-dn-t∏m¿ńs‚ shfn-®-Øn¬ \o≠ satΩm Nm¿Pv H∂-√, 4 Ip‰-ßƒ.

1. a. Nm¿Pv hn´-Xn-\p-ti-jhpw Un∏m¿´p-sa‚¬ Pos∏-SpØv Xan-gv\m-ń¬ t]mbnkz¥w hoń -te-°p≈ km[-\-ßƒhmßn.

b. Nm¿÷v hn -Xn-\p-ti-jhpw Un∏m¿´p-sa‚¬ h≠n-bn¬ ]Ø-\w-Xn´,tImg-t©cn ÿe-ß-fn¬ bmX sNbvXp.

c. Nm¿÷v hn´-Xn-\p-tijw Pos∏-Sp-Øp-sIm≠v sIm√whsc -t]m-bn.

2. ]p\-eq¿ Hmô-tkgvkv ¢∫nse knhn¬]Wn-Iƒ°v Un∏m¿´psa‚¬ Izm¿t´-gvkn¬ \n∂v Ex-Engineer kna‚ v FSp-Øp-sIm-≠p-t]m-bn.

3. AEE bpsS IÃ-Un-bn-ep≈ Po∏v A\p-hm-Z-an-√msX aqgn-bm¿, ]º apX-embÿe-ß-fn¬ sIm≠p-t]m-bn. Sm¶n¬sIm≈m-hp-∂-Xn¬ IqSp-X¬ s]tSmƒ,]ºn¬ \n∂Sn®ncn-°p∂p. Cu A[nIws]tSmƒ kz¥w Imdn-\p-th-≠n-bmWvD]-tbm-Kn-®-Xv.

4. CS-a¨ ˛ ]p\-eq¿ 66 KV sse\nseImSp-sh- -en¬, "Xr]vXn-I-c-ambn' tPmensNbvXp-Xo¿°mØ tIm¨Sm-IvS¿°v_n√v ]m m-°n-sIm-Sp-°m≥ ssI°qenhmßn.

ao‰¿ Iº\n Fw.Un. Bbn-cn-°p-tºmƒXs∂-bmWv Cu \o≠ Ip‰-]Xw! Ip‰-ß-sf√mw \ntj-[n-®p-sIm≠v adp-]Sn sImSp-Øp.

F≥Iz -bdn XpS -ßn. Imfo -iz -c≥kmdmWv ]pXnb sNb¿am≥. kmdns\t\cn¬ I≠v kXyw Xpd∂p ]d-™p.

""GXm-bmepw Hcp F≥Iz-bdn \S-ØmsX Xocp -am -\ -Øn-se-Øm-\m -hn -√.tKm]m-e-Ir-jvW≥ -F≥Iz-bdn t\cn-Sp-I.iotZ-hn-bmWv F≥Iz-bdn Hmô-k¿. HcpImcyw Dd-∏p-X-cmw. Rß-fpsS c≠p-t]-cp-sSbpw `mK-Øp-\n∂pw \oXn-]-c-amb Xocp-am-\ta D≠m-Iq. Ip‰-°m-c-\m-sW-¶n¬in£bpw e`n-°pw.''

""AXp-aXn km¿.''

13 km£n-Iƒ, AEE Dƒs∏sS. 12 t]cpwF\n-°-\p-Iq-e-amb samgn. F√m-am-khpw1˛mw XobXn Xan-gv\m-ńse Imb-Øm¿ k∫vtÃj-\n¬ ao‰¿ doUnwKv FSp-°m-\mbn ]p\-eq¿ \n∂pw Po∏v t]mIm-dp-≠v. cmhnseXs∂ Rm≥ ao‰¿ Iº-\n-bn¬ t]mbn-°-gn-™mWv ssUh¿ Izm¿t´-gvkn¬ Xma-kn-°p∂ Fs‚ `mcysb I≠v Po∏v t]mIp∂

34


hnhcw ]d-™-Xv. `mcy 100 cq] FSpØvsImSpØv Fs¥-¶nepw ]®-°-dn-Iƒ hmßn-sIm≠phcm≥ ]d-™p. 100 cq]-bpsS ]®-°-dn-bp-ambn cmXn Po∏v h∂-t∏m-fm-Wv,"Acnbpw ]e-hy-RvP-\-ßfpw ]®-°-dn-I-fp-ambn hcp-tºmƒ ItømsS ]nSn-Iq-Sn-bXv!']I¬ apgp-h≥ Rm≥ ao‰¿ Iº-\n-bn¬Xs∂-bm-bn-c-p∂p.

ao‰¿ Iº-\n-bn¬ \nb-an®v Hm¿U¿h∂v, ]nt‰-Zn-hkw Xs∂ Nm¿sP-Sp-°-W-sa∂ \n¿t±-ihpw e`n-®n-cp-∂p. ]p\-eq¿\n∂pw dneohv sNøp-tºmƒ AEE kp_“-Wy≥ t]m‰n-°mWv Nm¿Pv \evIn-b-Xv. Nm¿PvhnSp∂ hnh-c-a-dn™v cmhnse Xs∂ ]Ø-\w-Xn´ AEE, MA Alex a‰v Ãm^pw tN¿∂vHcp bmX-b-b∏v k¬°m-c-Øn¬ ]¶p-tN-cm≥ £Wn-®p. cmhnse Xs∂ CTC

icnbm°n AN˛¬ Nm¿Pv hnSp-∂-XmbnFgpXn tai-∏p-d-Øp-h-®n´v t]m‰nsb hnfn®vhnhcw ]d-™p, ""Rm≥ ]Ø-\w-Xn´ hsct]mIp-I-bmWv, hcm≥ Xma-kn-®m¬ Fs∂ImØn-cn-°msX t]m‰n CTC˛¬ H∏n-´p-s]m-bvs°m-≈p-I. Icp-\m-K-∏≈n hsc t]mtI-≠-Xs√.''

Rm≥ 4 aWn-°p-Xs∂ Xncn-s®-Øn.]s£ t]m‰n t\c-sØ-Xs∂ CTC˛¬ H∏n-ń v s]mbv°-f-™p. AXmWv Nm¿Pv hnń´pwPos∏-Sp-Øp-sIm-≠p-t]mbn F∂ Nm¿÷v!At\z-jWØn¬ t]m‰n kXyw Xpd∂p ]d-™p.

""Nm¿÷v hn -ti-jhpw A\-[n-Ir-X-ambnPos∏-SpØv sIm√w hsc t]mbn.'' ASp-Øp-Nm¿÷v. Nm¿÷v hn´v ]nt‰-Zn-hkw Xs∂Imh-\mSv k∫v tÃj-\n-te°v k¿t∆ \S-Øm≥ Poh-\-°m-cp-ambn Po∏v t]mIp-∂hnhcw t]m‰n ]d-™n-cp-∂p. t]m‰n Imh-\mSv \n¬°p-I-tb-bp-≈q. t]m‰n-bpsS kΩ-X-tØmsS Po∏n¬ Rm≥ sIm√w k¿°n-fn¬ hsc-t]m-bn. Ahn-sS-\n-∂v Po∏v Imh-\m-ń\pw. Iº-\n-bn¬ \n∂pw Im¿ hcp-Øn-bmWv Rm≥ Iº-\n-bn-seØn Nm¿sP-Sp-Ø-

Xv. ]d-™n-cp-s∂-¶n¬ Im¿ ]p\-eq¿ hscFØn Fs∂ sIm≠p-t]m-Ip-am-bn-cp-∂p.

""tKm]m-e-Ir-jvW≥ A∂v t_m¿UvPoh-\-°m-c-\-√-s√m. Cu Sn∏v Fßns\ A\-[n-Ir-X-amIpw?\nßƒ Xs∂bmW-t√m, log

¬ H∏n- n-cn-°p-∂-Xv.'' PÃnkv iotZhn tNmZn-®-Xn\v t]m‰n°v adp-]Sn D≠m-bn-cp-∂n-√.

]p\-eq¿ Hmô-tkgvkv ¢∫n¬ Rm\pwAwK-am-bn-cp-∂p. Ahn-SpsØ Hcp HmS-\n¿Ωm-W-Øn-\pw, ]p\-eq¿ k∫v tÃj-\n¬tImºu≠vhmƒ \n¿Ωm-W-Øn¬ G¿s∏-ń-cp∂ tkma≥ F∂ taksW Rm≥ Xs∂-bmWv ]d-™-b-b-®-Xv. Hcp Znhkw ]mXn-cm-Xn°v ]mY-anI At\z-jWw \S-Ønbhy‡nbpw (A-t±-lhpw Hcp F©n-\o-b¿!)F\n-°n´v ]mc-]-Wn-b-W-sa∂v \n›-bn-®p-d-∏n® AEEbpw IqSn tkmas‚ hoń-se-Øn.

""Xncp -h -\ -¥-]p -c -Øp -\n -∂p -h -cp∂t]meokv kq]-≠mWv. Rßƒ ]d-bp-∂-Xp-t]mse FgpXn H∏n-´p-X-c-Ww, As√-¶n¬hnh-c-a-dn-bpw.'' F∂v òj-Wn-s∏-SpØn Hcpt]∏-dn¬ Ah¿°m-h-iy-ap-≈-sX√mw FgpXnH∏n-´p-hm-ßn. PÃnkv iotZ-hn-bpsS At\z-j-W-k-a-bØv tkma≥ Cu kXyw Xpd-∂p-]-d-™p. ¢∫ns‚ ]Wn-Iƒ°p≈ kna‚ vskI-´-dn-bpsS hoń¬ ]Wn-I-gn-™-Xns‚_m°n-bmWv D]-tbm-Kn-®-sX∂pw skI-´-dnbpw ¢∫v ]kn-U‚pw tcJm-aqew Adn-bn-®n´pw ]mY-anI At\z-jW DtZym-K-ÿ\vt_m≤y-am-bn-√. amX-a√ Izm¿t´-gvkn¬tIm¨Sm-IvSdpw, tÃj≥ F≥Pn-\o-bdpw]tXyIw Xmgn-´p-]q-ń-bn-cn-°p∂ ÿe-Øp-\n∂v kna-s‚-Sp-Øp-sh-∂Xv hnPn-e≥kvHmô-k-dpsS oj-Wn-aqew Ifhmbn ]d-™-Xm-sW-∂v, Custodian Bb AE kΩXn-t°-≠n-h-∂p.

i_-cn-a-e-bn¬ aI-c-hn-f-°p-Zn-hkw e£-ßƒ HØp-Iq-Sp∂ Znh-kw. sIm®p-]º k∫vtÃj-\n-te-°p≈ 66 sIhn- sse-\n¬ Hcpbq°m-en-acw apdn-®n´v aq∂p IºnIfpws]mń. i_-cn-a-e-bn¬ Ip‰m-Ip-‰n-cp-´v. A∂v

35


i_-cn-ae k∫v tÃj≥ h∂n-ń-√. cmXn-bn-emWv k_v F©n-\o-b¿ hnfn-®p-]-d-™-Xv. Fs‚ Po∏ns‚ ssUh¿ A©-en¬\n∂p -t]mbn hcn -I -bm -Wv . AEEbpsSssUh¿ IrjvW-]n≈ Izm¿t -gvkn¬ Xs∂Xma-kw. Po∏pw sjUn-ep-≠v. Rm≥ tÃj≥F©n-\o-bsd hnfn-∏n®v Fs‚ Po∏ns‚Xmt°m¬ sImSp-Øp. AEE°v Bhiy-sa-¶n¬ Fs‚ Pos∏-Sp-Øp-sIm-≈m\pw ]d-™p.DS≥ Xs∂ sIm®p-]-ºbv°v ]pd-s∏- p. CXm-Wv, ""A\p-hm-Z-an-√msX Pos∏-Sp-Øp-sIm-≠p-t]m-bn.'' F∂ Nm¿Pn-\m-[m-cw.

t]mIp -∂ hgn Rm≥ Xs∂-bmWvs]tSmƒ _¶n¬ \n∂v Indent H∏n´p-sIm-SpØv s]tSmƒ FSp-Ø-Xv. 10 en‰¿ s]tSmƒHcp ]tXyI Sn∂n¬ Icp-Xp-Ibpw sNbvXp.ssltd-©n¬ t]mIp-tºmƒ Cu ap≥I-cp-X¬ ]Xn-hm-Wv. sse≥ t_°v Uu¨ Bb-Xp-sIm≠v FX Hm´w th≠n-h-cp-sa∂vap≥Iqń ]h-Nn-°m≥]‰n-√. sIm®p-]-º-bn¬s]tSmƒ _¶p-an-√. Sm¶n¬ sIm≈mØs]tSmƒ FSp-ØXv kz¥w Imdn-e-Sn-°m-\m-Wv, I≈ H∏n-´mWv F∂ Nm¿÷pw Rm≥\ntj-[n-®p.

CS-a¨ ˛ ]p\-eq¿ 66 sI.-hn. sse\nseImSp-sh- -en-em-Wv. hºn® Agn-aXn I≠p-]n-Sn-®-Xv.

""FX cq]-bpsS tPmen-bm-Wv.'' 13-˛mwkm£n-bmb AEEtbmSv PÃnkv iotZhntNmZn-®p.

""3000 cq].''

""CXn¬ tKm]m-e-Ir-jvW≥ FX cq]shń-®n-´p-≠v.''

""AsXm∂pw F\n-°-dn-bn-√, "Xr]vXn-I-c-ambn' sNbvXp Xo¿°m-Ø-tPm-en-°mWv_n√v ]mkm-°n-sIm-Sp-°m≥ k¿°n-fn-te-°-b-®-Xv.''

""Xr]vXn-I-c-ambn sNbvXp.'' F∂v AE

k¿ńss^ sNbvXn -´p -≠-t√m. \nßƒ

Check measure sNbvX tPmen-bp-am-Wv._n√n¬ \nßƒ Iu≠¿ ssk≥ sNbvXn-´p-ap-≠-t√m.'' F≥Iz-bdn Hmô-k-dpsS tNmZy-Øn\v "]S-t∏≥ X√n' DØcw ]d-™p-sIm-≠n-cp-∂p. a‰v Nm¿÷p-I-sf-°p-dn®v tNmZn-®-t∏mgpw Fßpw sXmSmØ DØ-c-ßƒ.

""Izm¿t´-gvkn¬ \n∂v kna‚p-t]mbhnhcw t]meo-kn¬ dnt∏m¿´p sNøm-Xn-cp-∂-sX-¥p-sIm-≠mWv? \nß-fpsS k∫v Unhn-j-\n¬ \n∂t√ tamjWw t]mbXv?'' CutNmZy-Øn\pw hy‡-amb Hcp adp-]-Snbpw]d-bm-\n-√m-bn-cp-∂p. HSp-hn¬ KXy-¥-c-an-√msX PÃnkv iotZhn sÃt\m-Km- -tdmSp]d-™p. ""Ct±lw ]d-bp-∂-sX√mw A∏Snsdt°mUp sNtø-≠. Nm¿÷p-ambn _‘-s∏´ Imcy-ß-ƒ amXw sd°m¿UpsNbvXm¬aXn.''

tNmtZym -Ø-c -ßƒ Ign™v tÃ‰vsa‚n¬ H∏n-Sm≥ sImSp-°p-tºmƒ At±lwCßns\ Fgp-Xn.

""Rm≥ ]d™ Imcy-ß-sf√mw AtX-]Sn sd°m¿Up sNøm≥ F≥Iz-bdn Hmô-k¿ hnk-Ω-Xn-®p.''

kztX im¥-kz- m-h-°m-cn-bpw, anX- m-jn-Wn-bp-amb PÃnkv iotZ-hn-bpsS as‰mcp apJ-`mhw I≠Xv At∏m-gm-Wv.

""anÃ¿... Rm≥ Cu Itk-c-bn-en-cn-°m≥XpS-ßn-bXv Ct∂m C∂-etbm A√. HcpF≥Iz-bdn \S-tØ-≠Xv Fßn-s\-bm-sW∂v\nßƒ Fs∂ ]Tn-∏n-°-bmtWm? Rm≥Hcp UnkvSnIv‰v PUvPn-bm-sW-∂p≈ hnhcw\nßƒ ad-∂p-t]m-Ip-∂p. thW-sa-¶n¬ Cu\nanjwXs∂ \nß-fpsS t]cn¬ \S-]SnFSp-°mw...''

13 t]mkn-Iyq-j≥ km£n-I-fn¬ 12t]cpw "]Xn'°v A\p-Iq-e-ambn tÃ‰vsa‚ vhmZ-]-XnI (Argument Note)ambn ]k‚nwKvHmô-k¿ PÃn-kns‚ ap∂n-se-Øp-tºmƒRm\pw apdn-bn¬ D≠m-bn-cp-∂p, Fs‚ t\m vka¿∏n-°m≥.

36


t]mkn -Iyq -js‚ Argument Note

hmbn®n´v PÃn-kv. ""Cßn-s\-sbmcp Argu-

ment Note h®n´v Fßn-s\-bmWv tKm]m-e-Ir-jvWs‚ t]cn¬ ta¬\-S-]Sn thW-sa∂p]d-bp-I. 13 t]mkn-Iyq-j≥ km£n-I-fn¬12 t]cpw tKm]m-e-Ir-jvW\v A\p-Iq-e-ambsamgn. 13-˛-m-a≥ Btcm-]-W-I¿Øm-hpw.''

""icn-bmWv amUw. F\n°pw Adnbmw;]s£ Fs∂ Gev]n-®-tPmen AX-√-t√m.''

Cu At\z -j-W-Øn -\n -S -bn -emWvap≥No^v F©n-\o-b-dpw, TELK amt\-PnwKvUb-d-IvS-dp-am-bn-cp∂ ]n.-sI. tKmhn-µ≥ Ipń-km-dns‚ ip]m¿i-]-Imcw kuZn Atd-_y-bn¬ P∏m-\nse HITACHI Iº-\n-bpsSManaging Director dpsS PA Bbn Hcp tPmenXc-s∏-Sp-Øn-b-Xv.

3 h¿jsØ Ah[n thWw. Imfo-iz-c≥ km¿ Xma-kn-°p∂ ^vfm‰n¬ sN∂p.km¿ Hcp ssIen-ap≠papSpØv `nØn-bn¬BWn-X-d-®p-sIm≠p \n¬°p-∂p. Fs∂I≠ DS≥ Xs∂ Np‰nI Xmg-Øp-h®v ASp-Øp-h-∂p.

""F¥m tKm]m-e-Ir-jvW≥, cmhnseXs∂?''

kuZn-bn¬ tPmen icn-bmb hnhcw ]d-™p. ""3 h¿jsØ Ah[n thWw.''

""AXn -s\¥m eohn\v AssπsNbvtXmfq.''

""Hcp ]iv\-ap≠v km¿, AXp-sIm-≠mWvt\cn´v kmdns\Øs∂ ImWm≥ h∂-Xv.''

""F¥v ]iv\w!''

""hnPn-e≥kv F≥Iz-bdn Ign-™n-ń-√.''

""AXp kmc-an√; Hcp Indemnity Bond

h®v At]-£n-t®m-fq.''

At]-£-sIm-Sp-Øp. ASpØ BgvN-Xs∂ Ah[n A\p-h-Zn-®p-X-∂p. t_m¿Uns‚ Ncn-X-Øn¬ BZy-ambn; hnPn-e≥kv

At\z-jWw t\cn-Sp∂ Hcp Hmô-k¿°veohv In´pI; Imfo-iz-c≥ kmdm-bn-cp-∂-Xp-sIm-≠p-am-Xw. Hcp amkw Ign-™p. ho≠pw Imfo-iz-c≥ kmdns\ ImWm≥ sN∂p.

At\z -jWw \S-°p -∂-Xn -\n -S -bn¬l_o-_ns‚ hnfn,

""FSm, Fd-Wm-Ip-fØv h®v ]pXnbAt m-kn -tb -js‚ DZ vLm -S -\ -amWv;hn.-F- pw, _mem-\-µ-\p-sams° hcp-∂p-≠v.\o Xo¿®-bmbpw hc-Ww.'' tImtf-Pn¬ h®pXpS-ßnb kulr-Z-am-Wv. ao‰¿ Iº\n Fw.-Un.-bm-°m≥ ]m¿ń-bn¬ i‡n-bmbn hmZn®Bfp-am-Wv. "t\m' ]d-bm≥ ]mSn-√m-Ø-Xm-Wv.]s£ ]d-™-Xn-ß-s\-bm-Wv, ""tkmdnl_o-_v. F©n-\o-tbgvkv Atkm-kn-tb-j≥hn´v as‰mcp Atkm-kn-tb-j-\n¬ tNcm≥F\n-°m-hn -√. Rm≥ Ct∏mƒ sIm√wbqWn‰v sNb¿am≥ IqSn-bm-Wv. amX-a√ ASp-Ø -P-\-d¬t_m-Un-bn¬ "_\-h-e‚ v ^≠v'sNb¿am-\mbn Rm≥ Xs∂ hc-W-sa-∂mWvAtkm-kn-tb-js‚ Xocp-am-\-hpw.''

""icn Rm≥ \n¿_-‘n-°p-∂n-√.''

FdWm-Ipfw ktΩ-f-\-Øn¬h-®mWvC∂pw Fs‚ \√ kplr-Ømb kn≤m¿∞tat\ms\ ]pXnb Atkm-kn-tb-js‚ ]kn-U‚mbn sXc-s™-Sp-ØXv. Hcp ]s£Rm≥ sN∂ps]ń-cp-s∂-¶n¬ B ]ZhnFs‚ Xe-bn¬ h∂p-ho -gp -am -bn -cp∂p;ImcWw A∂v tat\m-s\-°mƒ ]m¿ń°vA`n-a-X≥ Rm\m-bn-cp-∂p. 1968-˛¬ Pq\o-b¿F©n-\o-tb-gvkv, am¿IvknÃv Fw.-F¬.-F.-B-bn-cp-∂-k-Jmhv ‰n.-sI. IrjvWs‚ t\Xr-Xz-Øn¬, l_o_v B£≥ Iu¨kn¬I¨ho-\-dmbn \S-Ønb 66 Znhkw \o≠p-\n∂ ka-c-Øn¬, BZy-ambn ka-c-Øns‚`mK-ambn s]mcn-ß¬°pØnse P\-td-‰¿\n¿Øn-h-bv°m≥ \n¿t±iw sImSp-ØXvRm\m-bn-cp∂p. bqWn‰v skI- dn F∂ \ne-bn¬; 100% Unam‚p-Ifpw AwKo-I-cn-°m≥t_m¿Uv \n¿_-‘-am-bn. B Hcp ]›m-Ø-

37


e-Øn-emWv l_o_pw kn.-sF.-‰n.-bp. bqWn-b≥Imcpw Fs‚-ta¬ kΩ¿±w sNep-Øn-b-Xv. ]s£ F\n°-Xn-\m-hp-am-bn-cp-∂n-√. 25h¿j-ß-fmbn Rm≥ kPo-h-ambn ]h¿Øn-®p-h-cp∂ Fs∂ Rm\m-°n-b, _p≈-‰n¬IqSn Fs‚ kmln-Xy-hm-k-\-Isf ]cn-t]m-jn-∏n®v Atkm-kn-tb-js\; H t ´ s dkplr-Øp-°sf; X≈n-∏-d-™p-sIm-≠p≈Hcp Imep-am‰w; ANn-¥yw. Hcp ]s£ A∂p-t]m-bn-cp-s∂-¶n¬ HutZym-Kn-I-X-e-Øn¬sa®-s∏´ t\´-ß-fp-≠m-°m-am-bn-cp-∂p. sU.No^v F©n-\o-bsd t\cn´v sSIv\n-°¬saº¿ B°nb Iogvhg°w t_m¿Un¬D≠m-bXv Cu Ime-L-´-Øn-em-Wv. F∂m¬AXn-t\-°m-sfms° FXtbm hne-tb-dn-b-XmWv F©n-\o-tbgvkv Atkm-kn-tb-j≥F∂ al-Ømb kwL-S-\-bnse AwK-sa∂]Z-hn.

"hnPn-e≥kv F≥Iz-b-dn'-bn¬ \n∂v hnSp-X¬ sNøn-°m-sa∂ ]tem-`-\hpw Nne-tIm-Wp-I-fn¬ \n∂p-≠m-bn. PÃnkv iotZ-hn-bn¬\n-∂pw, Imfo-iz-c≥ kmdn¬\n∂pw\oXn e`n-°p-sa-∂p-d-∏p-≠m-bn-cp-∂p. AYhmIp‰-°m-c-\m-sW-∂mWv Is≠-Ø-se-¶n¬hn[n-bm-sW∂p IcpXn kam-[m-\n-°m-\p≈am\-kn-Im-hÿ t\Sn-°-gn-™n-cp-∂p.

HSp-hn¬ ]cn-]q¿Æ-ambpw Ip‰-hn-ap-‡-\m-°n-sIm≠v Imfo-iz-c≥ kmdns‚ Hm¿U¿.Hcp \µn-hm-°p-]-d-bm-\mbn kmdns\ I≠p.

""tKm]m-e-Ir-jvW≥ kuZn-bn¬ t]mbn-t√. eohv kmMvj≥ sNbvXn-cp-∂nt√!''

""\S-∂n-√- km¿; Btcm ]mc-h®p; Rm≥tKmhn-µ≥ Ipń kmdns‚ ASpØ _‘p-hm-WtX, IqSp-X¬ tbmKy-X-bp≈ hsc Xg-™n´v kzm¿∞-Xm-ev]-cy-Øn-\p-th-≠n-bmWvFs∂ ske-IvSp -sN-bvX-sX∂v BtcmHITACHI °v Dua-°-Ø-b®p; Ah¿ thsdBsf At\z-jn-°p-∂p.''

""B AEE Xs∂ Bbn -cn -°pw. . .CsXms° HutZym-Kn-I-Po-hn-X-Øns‚ Hcp

`mK-am-bn-I-W-°m-°n-bm¬ aXn; sSIvC‰vCukn. Ip≠-d-bn¬ t]mbn tPmen-bn¬i≤n-°q. HØncn tPmen-I-fp≈ Unhn-j-\m-Wv.

""AbmƒXs∂ B AEE.''

tKmhn-µ≥Ip-ń-kmdpw Rm\pw XΩn¬hfsc ASpØ _‘-ap-≠v, Hcp Kpcpinjy-_‘w. km¿ 1985-˛¬ s]≥j≥]-‰n-b-Xm-Wv.C∂pw kulr-Z-]q¿Æ-amb B Kpcp-in-jy-_‘w IqSp-X¬ kPo-h-ambn ZrV-ambnXpS-cp-∂p. ln‰m-®n-bn¬ In´m-Xn-cp-∂-Xn-s\-°p-dn-®m-bn-cp-∂n-√, Fs‚ ZpxJw. Rm≥ImcWw tKmhn-µ≥Ipń-km-dn\v Hcp "t]cp-tZmj'ap≠m-hm≥ Rm≥ Imc-W-°m-c-\m-bt√m! HutZym-Kn-I-Po-hn-X-Øn-epw, hy‡n-Po-hn-X-Ønepw Hcn‰p Id-t]mepw ]pc-fmØ,¢o≥ Nn‰p≈ kmdns\ Icn-tX®p ImWn-®p-sIm-≠p≈ hymP-]-cm-Xn. C∂pw B a\-x]-bmkw Fs∂ th´-bm-Sp-∂p-≠v.

* * *]cn-]q¿Æ-ambpw Ip‰-hn-ap-‡-\m-°n-sb-

¶nepw ]mY-anI At\z-jWw \S-Ønb hnPn-e≥kv Hmô-k¿°v; (AXpw Hcp F©n-\ob¿) am∏p-sIm-Sp-°m≥ Fs‚ a\ v A\p-h-Zn-®n-√. F√m Ip‰-ßƒ°pw (?) hy‡-ambadp-]Sn \¬In-bn´pw AsXm∂pw IW-°n-se-Sp -°m-sX-bm-Wv AEEbpsS "]tem`-\-'ßƒ°p hgßn At±lw dnt∏m¿´v (]-tem-`-\-ß-fn¬ kmº-ØnIw amX-am-bn-cp-∂n-√)ka¿∏n-®Xv. Abm-fpsS t]cn¬ Hcp am\-\-jvS-t°kv sImSp-°m≥ A\p-hmZw tNmZn-®p-sIm≠v No^v hnPn-e≥kv Hmô-k¿°vRm≥ Fgp-Ø-b-®p. I≠v ]d-bp-IbpwsNbvXp.

""AsXm-s°-bßp hn´pIf. GXm-bmepwtKm]m-e-Ir-jvWs\ shdpsX hnńt√?''

""Fs∂ shdpsX hn´Xv Abm-fp-sS-tbm,kmdn-s‚tbm HuZmcyw sIms≠m-∂p-a-√t√m;\oXn-bp-‡-bmb Hcp PÃn-kv, AXp-t]m-se-bp≈ Hcp sNb¿am\pw D≈-Xp-sIm-≠m-Wv.

38


Rm\-\p- -hn® am\-kn-I-k-Ω¿±-Øn-\pw, A`n-am-\-£-X-Øn-\p-sam∂pw Hcp ]cn-lm-c-am-hn-√. AXp-sIm≠v Abmsf H∂p tImSXntI‰ntb ]‰q.''

""AsXm∂pw ths≠-s∂.''

""GXm-bmepw Rm≥ kmdns‚ hm°p-Isf am\n-°p-∂p. tI n-\p-t]m-bm¬ H∂mwkm£n kmdm-Ip-am-bn-cp-∂p. kmdn-s\-t∏m-ep≈ Hcp-∂X t]meokv Hm^o-ksd tImS-Xn-ap-dn-bn¬ Ib-‰n-\n¿Øn hnkvX-cn-°m≥Rm≥ Imc-W°mc\m-Ip -∂n -√. ]s£Abmƒ°v in£ In´m-Xn-cn-°n√!''

Fs‚ im]w en-®pthm? Abmƒ C∂v`mcy-bmepw a°-fmepw Dt]-£n-°-s∏´vtcmKm-Xp-c-\m-bn-I-gn-bp∂p! FX-t]-cpsSim]am-bn-cn-°pw.

PÃnkv iotZ-hnsb I≠v Hcp \µn-hm-°p-]-d-bm-\mbn tNw_-dn¬sN-∂p. \µn]d™v Fgp-t∂-‰-t∏mƒ PÃnkv ]d-™p,""tKm]m-e-Ir-jvW≥ Ccn-°v. tKm]m-e-Ir-jvWs\ in£n-°-W-sa∂v \n¿_-‘-ap≈Nne D∂-X¿ D≠m-bn-cp∂p; t_m¿Un¬.]X-hm¿Ø°v ]n∂nepw Ah-cm-bn-cp-∂p.''

""Adnbmw amUw.''

Ip-‰-hn-ap-‡-\m-°nb Hm¿U¿ ImWn-®p-sIm-≠v, ]gb ]X-hm¿Ø-bp-ambn Rm≥]X-Øns‚ No^v FUn-‰sd ImWm≥sN∂p. Ip‰-hn-ap-‡-\m-°nb hm¿Ø H∂p]kn-≤o-I-cn-°m≥.

""AsX-ßns\bm km¿. DØ-c-hm-Zn-Xz-s∏´ ÿm\-Øn-cn-°p∂ Hcm- o-k-sd-°p-dn®vsX‰mb hm¿Ø-bmWv Rßƒ sImSp-Ø-Xv. F∂p-h-∂m¬ Rß-fpsS IUn-_n-en‰nXs∂ \jvS-s∏-´p-t]m-Ins√?''

""AXp-i-cn. At∏mƒ B Hm^o-k-dpsSIUn-_n-en‰n \jvS-s∏-Sp-Øm-\n-S-bm-b-Xn¬\nßƒs°mcp Ip‰-t_m-[-hp-an-√?''

""hfsc DØ-hm-Zn-Xz-s∏-´, t_m¿Un-se-

Xs∂ D∂-X-cmb Nne DtZym-K-ÿ-cmWvhm¿Ø-bn-Sm≥ \n¿_-‘n-®Xv. Rßƒs°-¥p sNøm≥ ]‰pw. Ah-cpsS iXp-°-fm-bm¬Rßƒ°mWv Gsd \jvSw!''

** *

Ip≠-d-bn¬ \n∂pw t]mtam-j-\mbn]Ø-\w-Xn´ k¿°n-fn-te-°v. aq∂p-h¿j-tØmfw hfsc ]nd-In-em-bn-cp∂ ]Ø-\w-Xn´ k¿°n-fns\ ap≥\n-c-bn¬ Xs∂ FØn-°m≥ km[n-®p. sSIv\n-°¬ saº-dm-bn-cp∂Fkv. P\m¿±-\≥]n≈ kmdn-s‚bpw, No^vF©n-\o-b-d-∑m-cmbncp∂ Fkv. PbNµ-km-dn-s‚bpw, Pn. hniz-tZ-h≥km-dn-s‚bpw klm-b-Øm¬. a¥n-am-cm-bn-cp∂ kn.-hn. ]fl-cm-P≥ kmdn-s‚-bpw, Pn. Im¿Øn-tI-b≥ kmdn-s‚bpw Good-book-¬ FØn-t®-cm≥ Cu]IS\w klm-bn-®p. ]s£ AsXmcp"]mc'bmbn-Øo-cp-sat∂ Nn¥n-®n-cp-∂n-√-tX-bn-√. s]≥j≥ ]‰m≥ 6 amkw amXw. Xncp-h-\-¥-]pcw k¿°n-fnte°v ÿew am‰w!amXyp-tdmbn km¿ ]d-™m¬ ]ns∂ A\p-k-cn-°tb \nhr-Øn-bp-≈q. Nm¿sP-Sp-Ø-Zn-h-kw-Xs∂ Im¿Øn-tI-b≥ kmdns\ImWm≥ sN∂p. ]n.-F-kv.-t\mSp ]d-™-t∏mƒ Xs∂ A\p-hmZw X∂p. AI-Øp-I-bdn amXyp tdmbn km¿ tNw_-dn-ep-≠v.

""A`n -\ -µ -\ -ßƒ! kwÿm-\sØG‰hpw ][m-\- X-e-ÿm\ k¿°-nfns‚ Xe-h-\m-bn-´s√ h∂n-cn-°p-∂Xv? Hcp s]mtam-j-\mbn IW-°m-°n-bm¬ aXn. "15 C\-]-cn-]mSn' Unkw-_-dn-\Iw ]q¿Øn-bm-°-Ww.Fs¥-¶nepw ]iv\-ap-≠m-bm¬ CXm, amXyptdmbn-tbm-tSm,hniz-th-Z-t\mtSm ]d-™m¬.''

""icn-km¿.''

hniz-th-Z≥km-dns\ I≠p. ""tKm]m-e-Ir-jvW≥ hfsc kq£n-t®m-f-Ww. CXv Xncp-h\-¥-]p-c-am-Wv. ]gb A\p-`hw Hm¿Ω-bp-≠-t√m.'' ]gb "sNºp-]´ tamjW-amWvkm¿ kqNn-∏n-®-Xv.

""Hm¿Ω-bp≠v km¿.''

39


""Hmƒ Zn _Ãv.''

***

Xncp-h-\-¥-]pcw k¿°n-fn¬ Npa-X-e-tb‰v c≠p-Zn-hkw Ign-™-t∏mƒ Hcp hnfn,""anÃ¿ tKm]m-e-Ir-jvW-\t√?''

""AsX''

""A`n-\-µ-\-ßƒ, Rm≥ taml-\-N-µ≥,Hm¿Ω-bp-t≠m, tKm]m-e-Ir-jvW≥ ao‰¿ Iº-\n-bn-en-cp-∂-t∏mƒ Rm≥ C≥U-kvSokv]n≥kn-∏¬ skI- -dn-bm-bn-cp-∂p.'' (C-t±lwt_m¿Uv sNb¿am-\p-am-bn-cp-∂p)

""Hm¿Ω-bp≠p km¿.''

""F\n-s°m-cp-]-Imcw sNø-Ww.''

""F¥mWp km¿?''

""Fs‚ `mcy efn-Xmw-_n-I-bpsS hI-bmbn t]´-bn¬ Hcp ÿe-ap-≠v. AXns\tImtWm-Sp-tIm¨ apdn-®p-sIm-≠mWv Hcpsse≥ t]mIp-∂-Xv. Hcp \ne sIńSwhbv°m≥t]mepw km≤y-a-√. ]e-]-mhiywAt]£ sImSp-Øp. Hcp ê-hp-an-√.''

""At]-£-bpsS tIm∏n H∂p-sIm-Sp-Ø-b-°ptam km¿.''

Ac-a-Wn-°q-dn-\Iw tIm∏n Inń. Rm≥t\tc t]´ sk£-\n-seØn FIvkn. F©n-\o-b¿ Fkv. cRvPn-Øn-s\bpw IqSn ÿewkµ¿in-®p. At]-£-bn¬ ]d-™n-cn-°p∂Imcyw ]q¿Æ-ambpw icn-bmWv, BhiywXnI®pw \ymb-hpw.

""]pXnb tdmUn¬ IqSn sse≥ h∂n-´p-≠t√m? cRvPn-Xv, Atßm v jn v‰v sNbvXpIqsS?''

""Abm-fpsS ao‰-dns‚ s]mkn-j≥ am‰ndoh-b-dnwKv \S-tØ-≠n-hcpw km¿. AbmƒAXv kΩ-Xn-°n-√.''

""hkvXp-hns‚ tIm¿W-dn¬ Hcp t]mÃn vk¿∆okv hb¿ AXn-te°v am‰m-at√m?Abmƒs°mcp Ipg-∏-hp-an-√-t√m.''

""AXpw Abmƒ kΩ-Xn -°n√;FXn¿°pw, AX cmjvSob kzm[o-\-ap≈Bfm-Wv. AXp-sIm-≠m-Wt√m c≠v ko\n-b¿ sF.-F.-F-kv. Hmô-k-d-∑mtcmsSXn¿°m≥ ss[cyw ImWn-°p-∂-Xv. Ch¿°vD]-Z-h-ap≠m°p-I-sb-∂-Xp-am-X-amWv Abm-fpsS e£yw.''

""Abm-fpsS kΩ-X-sam∂pw t\mt°-≠m.''

""sUt∏m-kn‰v h¿°m-bnt´ sNøm≥ ]‰qkm¿.''

A∂p -Xs∂ sUt∏m -kn‰ v AS®pckoXp hmßn. F¶nepw Poh-\-°m¿°vh√mØ `bw. ""Abm-f-dn-™m¬ Kp≠-Isfhn´v ]Wn apS°pw.''

""Abmƒ ÿe-Øn-√mØ t\cwt\m°n,temUv sjUnwKv ka-bØp sNbvXm¬aXn.''

c≠p Znh-k-Øn\pw sse≥ am‰n.sshIn´v Abmƒ h∂p-I-≠-t∏mƒ Iq≤\m-bn, sk£-\n-seØn AEsb òj-Wn-s∏-Sp-Øn. ]cmXn Fgp-Xn-sIm-Sp-Øp.

""^nUvPn¬ kq£n-®n-cp∂ a’y-amw-km-Zn -I-fpw, ]®-°-dn -Ifpw \in-®p-t]m-bn.thmƒt´Pv hfsc Ipd-™p-t]mbn, D]-I-c-W-ß-sfm∂pw ]h¿Øn-∏n-°m≥ km[n-°p-∂n-√.''

""U]yqń kn.-C. ]d-™n-´mWv sNbvX-Xv.'' AE Adnbn-®p.

""Abmƒ°n´v Rm≥ sImSp-tØm-fmw.s]≥j≥ ]‰m≥ A[n-I-\m-fn-√-t√m.''

ho≠pw hnPn -e≥kv At\z -j-Ww,FIvkn. F©n-\o-b¿ ioIr-jvW≥ Bbn-cp∂p F≥Iz-bdn Hmô-k¿. IrjvW≥]cmXn°mcs‚ Hc-SpØ _‘p-Iq-Sn-bm-bn-cp-∂p. At\z-j-W-Øn-s\m-Sp-hn¬ IrjvW≥dnt∏m¿´p \evIn.

1) "temUvsj-UnwKv ka-b-ØmWv sse≥

40


am‰n-b-Xv. AXp-sIm≠v ^nUvPn¬kq£n-®n-cp∂ km[-\-ßƒ°v \jvS-sam-∂p-ap-≠m-bn-ń-√.

2) 0.18 thmƒńs‚ Ipdth kw -hn-®n- p-≈q.AXv Hcp D]-I-c-W-Øn-s‚bpw ]h¿Ø-\-ßsf _m[n-°n-√. Aßns\ B hnPn-e≥kv At\z-jWhpw Hcp ]cp°pw]‰msX Ah-km-\n-®p. ]s£ AbmƒhnSm≥ Xøm-dm-bn-cp-∂n-√.

""B U]yqń s]≥j≥ ]‰m≥ A[n-I-\m-fn-√-s√m. t\tc sNmt∆ s]≥j≥ hmßn-√.''

Abmƒ hm°p ]men-®p. s]≥j-\m-bn,HcmgvN Ign-™p-ImWpw Abmƒ°v h≥kzm-[o-\-ap≈ Hcp cmjvSob ]m¿ń-bpsS apJ-]-X-Øn¬ ap≥ t]Pn¬ "sh≠bv°' A£-c-ß-fn¬ Hcp aq∂p-tImfw hm¿Ø.

""Xncp-h-\-¥-]pcw k¿°n-fn¬\n∂v Ign-™-amkw s]≥j≥ ]‰n ]ncn™ U. No vF©n-\o-b¿ km[-\-ß-sfm∂pw hmßmsXI≈ _n√p-Iƒ hgn c≠p-tImSn cq] shń®vapJy-a¥n F.-sI. B‚-Wn-bpsSbpw hnZyp-—‡n a¥n Pn. Im¿Øn-tI-b-s‚bpw Xnc-s™-Sp∏v ^≠n-te°v apX¬Iq-ń.''

]ikvX tkh-\-Øn\v KpUvk¿∆okvF≥Sn-bpw, Iymjv Ahm¿Upw hmßnbF\n°v Cu ]X-Øns‚ hI-bmbn Hc-h-km-\-]ikvXn-]Xw! Ah¿ Hcp kua-\kyw ImWn-®p, Fs‚ t]¿ FSp-Øp-]-d-™n√; c≠ptImSn cq] Rm≥ shń-s®∂pw]d-™n-√. Ip¥-ap-\, ]K-¤-cpw, ]i-kvX-cp-amb c≠v a¥n-am¿s°-Xnsc!

** *

ASn-b-¥c ]m[m-\y-tØm-Sp-IqSn hnPn-e≥kv At\z-j-Ww. s]≥j≥ XS-™p-h-®p.10 amkw \o≠p-\n∂ At\z-j-Ww.

Hmtcm ]¿t®-gvkv- Hm¿U-dp-Ifpw _n√p-Ifpw "Iodn-ap-dn®v' ]cn-tim-[n-®p. F√msk£-\p-I-fnepw ]cn-tim-[-\. HSp-hn¬ HcpBWn hmßn-b-Xn≥t]mepw Ia-t°-Sn-s√-

∂pw, F√m \nb-a-ßfpw ]men-®p-sIm-≠mWv]¿t®gvkv \S-Øn-b-sX-∂pw, hmßnb km[-\-ß-sf√mw Bh-iy-ap-≈-Xm-sW-∂pw, ]tXy-In®v ]Xn-\-©n-\-]-cn-]m-Sn-°v, Cu km[-\-ß-fp-]-tbm-Kn®v ô¬Un¬ tPmen \S-∂n-´p-s≠-∂pw, t_m¿Un\v bmsXmcp kmº-Øn-I-\-jvShpw hcp-Øn-bn- n-s√∂pw hnPn-e≥kvUn. -ssh. -F-kv. -]n. dnt∏m¿´p sNbvXp.AXns‚ shfn-®-Øn¬ Fs‚ s]≥j≥A\p-h-Zn-®p-sIm-≠p≈ Hm¿U¿ icn-bm-b-t∏mƒ CtX Btcm-]-W-ßƒ ho≠pwas‰mcp ]X-Øn¬ "amXr-`qan'bn¬. ""amXr-`qan'' t]mse d-]yp-t´-j≥ D≈ Hcp ]Xwdnt∏m¿´p sNøp-tºmƒ shdp-sX-bmWvX≈n-°-f-bm≥ ]‰ptam? ho≠pw XIr-Xn-bmbAt\z-j-Ww. s]≥j≥ Hm¿U¿ ac-hn-∏n-®p.At\z-j-W-Øn-s\m-Sp-hn¬ ]cmXn "iq'Bbn-t∏m-bn. 12 amkw Ign -™-t∏mƒs]≥j≥ A\p-h-Zn-®p-In-ń, Bizmk-am-bn.]s£ CsX√mw AKm[ kap-Z-Ønse h≥a™p-a-e-bpsS apI-fn-esØ ap\ amX-am-bn-cp-∂p. ]nSn-®-Xn-t\-°mƒ hepXv Afbn¬?

Hcp Znhkw cmhnse Hcp t^m¨ tImƒ,""tKm]m-e-Ir-jvW≥ kmdm-tWm.''

""AtX''

""kmdns‚ Ihn-X-I-sfms° Rm≥ hmbn-®n-´p-≠v. \√ Ihn-X-Iƒ.''

""\µn''

""ChnsS _me-cm-a-]p-c-Øv... Aºe-Øn¬ D’-h-tØm-S-\p-_-‘n®v Hcp Ihn-b-cßv \S-Øp∂p kmdns‚ t]cp-IqSn hbv°p-∂-Xn¬ hntcm-[-an-√-t√m.''

""H´pw hntcm-[-an√; kt¥m-j-ta-bp-≈q.''

""Rß-fpsS `mc -hm -ln -Iƒ \msfcmhnse IrXyw 9 aWn°v kmdns\ t\cn¬I≠v £Wn°pw.''

""\nßƒ AX _p≤n-ap-´-W-sa-∂n-√.t\mókv Ab-®p-X-∂m¬ aXn.''

""AX-√t√m km¿ AXns‚ acymZ; kmdn-s\-t∏m-ep≈ Hcm-fm-hp-tºmƒ.''

41


""icn.''

""IrXyw Hº-Xp-a-Wn-°v.''

IrXyw 9 aWn-°p-Xs∂ Ah¿ h∂p.Hcp t]meokv Imdn¬. Hcmƒ h∂vsFU‚n‰n Im¿Uv ImWn-®p. ""Kncn-Pm-\m-Y≥\m-b¿˛hnPn-e≥kv Un.-ssh.-F-kv.-]n.''

""km¿ \S-Ønb ]¿t®kv Agn-a-Xn-I-sf-°p-dn-®pw, A\-[n-Ir-X-k-ºm-Zy-ß-sf-°p-dn®pw]cmXn Inń-bn-cn-°p-∂p. At\z-jn-°m-\mWvRßƒ h∂ncn°p∂-Xv, Zb-hmbn kl-I-cn-°p-I.''

Hcmsf t^mWn -\ -SpØp \n¿Øn.""t^m¨ h∂m¬ kmsd-Sp-°-cp-Xv.''

Hcp aWn-°q¿ \o≠p-\n∂ tNmZywsNø¬. AXp-I-gn™v ASp-°-f-bpw, tÃmdp-apƒs∏sS "tk¿®v' sNø¬. HSp-hn¬ HcptÃ‰vsa‚ v FgpXn Fs∂-s°m≠v H∏n-Sp-hn-®p. km£n-I-fmbn Hcp U]yqń Xl¬ko-Zmdpw as‰m-cm-fpw. t]mIm-\mbn Ah¿ Fgp-t∂-‰-t∏mƒ `mcy ap∂n¬ h∂p. AhƒBsI "A]vsk‰v' Bbn-cp-∂p. ""h√ Ipgt∏mapt≠m kmtd.''

""\o F¥n-\mWv CX A]vsk‰v BIp-∂Xv? Ah¿ Ah-cpsS Uyqń sNøp-∂p.''F¶nepw Hcp t]meokv ]S Xs∂ h∂v hf-™p-\n-∂p-sIm≠v hoSv sdbvUp sNøp-tºmƒHcp "ho´Ω'bv°p≠m-Im-hp∂ A¶-em∏vBbn-cp∂p Ah-fpsS hm°p-I-fn¬; Ab¬]-°-°m-sc-bpw, tImf-\n-\n-hm-kn-I-sfbpwFßns\ t\cnSpw? Cf-b-a-I-fmWv BsIXf¿∂p-t]m-bXv? Iq´p-ImcpsS apJØvFßns\ t\m°pw?

ho≠pw \o≠p\n∂ sXfn-sh-Sp-∏p-Iƒ.t_m¿Uv Xe-Øn¬ c≠v hni-Z-amb At\z-j-W-ßƒ \SØn "Ip‰-hn-ap-‡-\m-°nb'IY-sbm∂pw hne-t∏m-bn-√. Hcp ]cm-Xn-In-ń-bm¬ "]Xn' Ip‰-°m-c-\m-sW∂ ap≥hn-[n-tbm-sS-bmWv At\z-j-Ww. AXm-W-h-cpsSssÃ¬. AXn-\p-t]m¬_-e-I-amb sXfn-hp-Iƒ "krjvSn'°m\mWv ]n∂o-Sp≈ iaw. Ip‰-°m-c-\-s√∂v sXfn-bn-t°≠ DØ-c-hm-ZnXzwBtcm-]-W-hn-t[-b-\mb hy‡n-°m-Wv.

h¿j-ßƒ \o≠p-\n∂ hnNm-c-W, sXfn-sh-Sp-∏p-Iƒ. Rm≥ \S-Ønb F√m ]¿t®-gvkp-I-fpsSbpw Izt´-j-\p-Iƒ, _n√p-Iƒ,sImSpØ sN°p-Iƒ F√mw hnh-c-ßfpw]cm-Xn-°m-c≥ X∂ ]cm-Xn-tbm-sSm∏w sImSp-Øn-cp-∂p. HSp-hn¬ "ae Fensb ]khn-®-Xp-t]mse'. F√m km[-\-ßfpw hmßn-bn-´p-≠v. o¬Un¬ D]-tbm-Kn-®n- p-≠v. F¶nepwFs¥-¶nepw Ip‰w I≠p]nSn-®t√ ]‰q. HSp-hn¬ "bptd°m' "150¬]cw km[-\-ßƒhmßn°qń -b -Xn¬ 7 km[-\ -ßƒ°vUn∏m¿´p-sa‚ v A\p-h-Zn-®n-´p≈ \nc-°n¬IqSp-X¬ hne \evIn. t_m¿Un\v 4.17 e£wcq] \jvS-ap-≠m-°n.'

hnPn-e≥kv tImS-Xn-bn¬ Ip‰-]Xw FIR

1/2000 A\[n-Ir-X-k-ºm-Zy-sam-∂p-an√. 32h¿jw k¿∆o-kp≈ Hcp sU. No^v F©n-\o-b-dpsS kºm-Zyw, c≠p-\n-e-I-fn-embn1982epw 1994epambn \n¿Ωn® 1600 Sqft D≈Hcp hoSv, t_m¿Un¬ \n∂v temsW-SpØv;1978-˛¬ sk‚n\v 970 cq] hnebv°v hmßnb10 sk‚ v ÿew 1988 tamU¬ Hcpsk°≥Uv lm≥Uv amcp-Xn-Im¿ LK, PF,Commutation, gratuvity C\ß-fn¬ \n∂pe`n® 5 e£w cq] amXw! Iym∏n-t‰-j≥ôkv sImSpØv a°-sf-sbm∂pw tUmIvS-d-∑mtcm F©n-\o-b-d-∑mtcm B°n-bn-ń-√.

4.17 e£w \jvSw sXfn-bn-°m-\p≈]c°w ]m®n-em-bn-cp∂p ]ns∂. 7 Un.ssh-.F-kv.-]n. am¿ amdn-amdn At\z-j-Whpw HcpsXfnhpw In´m-\n-√. Hmtcm-cp-Øcpw ^b¬am‰n-am-‰n-h-®p. HSp-hn¬ hnPn-e≥kv Un.-Pn.-]n.bpsS imk-\, ^b¬ Xo¿∏m-°m-Ø-Xn¬. IrjvW-Ip-am¿ F∂, \ymb-ambnNn¥n-°p-∂, Imcy-ßƒ ]d-™m¬ t\tcsNmt∆ a\- n-em-°m≥ Ign-hp≈ Hcp Un.-ssh.-F-kv.-]n.-bmWv ^b¬ Xo¿∏m-°m≥Xøm-dm-b-Xv. FA & CAO t_m¿Un\p-th≠nXøm-dm-°nb ë Rates of fast moving items íF∂ k¿°p-e-dn¬ ImWn-®n-´p≈ td‰n-t\-°mƒ Ipd™ \nc-°n-emWv Cu 7 km[-\-ßfpw hmßn-b-sX∂v t_m≤y-s∏-´p. No^v

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F©n-\o-b-dpw, ]n∂oSv t_m¿Uv Ub-d-IvS-dp-am-bn-cp∂ _m_p-cmPpw C°m-cy-Øn¬Fs∂ hfsc klm-bn-®p. B kplrØvhnPn -e≥kv Hmô-k-dpsS Hmô-kn¬,Atßm-´p-sN-∂v, hni-Z-hn-h-c-ßƒ [cn-∏n-°-bp-≠m-bn. km[m-cW \ne-bn¬ BcpwsNøm≥ aSn-°p∂ Hcp klm-bw.

Aßns\ 18 h¿jw \o≠p-\n∂ Hcp"h\-hmkw' A\p-`hn-®p-Xo¿∂p! iocm-a-\p-t]mepw 14 h¿jta th≠n-h-∂p-≈q. ]s£Cu ]Xn-s\-´p-h¿jhpw Rm≥ kPo-h-am-bn-cp-∂p-sh-∂p-≈-XmWv ]c-am¿∞w. IqSp-X¬IqSp-X¬ hmb-\-bn-epw, kmln-Xy-c-N-\-bnepwapgp-In-bn-cn-°m≥ Ign-™p. Hcp ]t£sS≥j≥ Hgn-hm-°m≥ a\ p I≠p-ap- nb Hcpam¿§-am-bn-cn-°mw. _p≈-‰n¬Iq-Snbpw a‰v\mev]-Xn -e-[nIw B\p-Im-en -I-ß-fn¬IqSnbpw Fs‚ Ihn-X-I-fpw, IY-I-fpw, teJ-\-ß-fpw, Hcp t\mhepw ]kn-≤o-I-cn-°m≥`mKy-ap-≠m-bn. F©n-\o-b-d-∑m-cpƒs∏sStIc-f -Ønetßm-f -an -tßmfw At\Iwkmln-Xy-t]-an -I-fmb kplr-Øp-°sfIn´m≥ tbmK-ap-≠m-bn. BZ-c-Wo-b-\m-bn-cp∂DXmSw Xncp-\mƒ am¿Øm-fi-h¿Ω alm-cm-Pm-hn¬ \n∂pw, ][m-\-a-¥n-bpsS apJyD]-tZ-jvSm-hm-bn-cp∂ ko\n-b¿ IAS Hmô-k¿ io. T.K.A. \mb¿, ap≥ Aw_m-k-U¿‰n.-]n. io\n-hm-k≥ F∂n-h-cpsS km∂n-≤yØn¬, Hcp Iymjv Ahm¿Upw kzoI-cn-°m≥ mKy-ap-≠m-bn. a‰v Nne Ahm¿Up-Ifpwe`n-®p. ]s£ CXn-t\-°m-sfms° hne aXn-∏p-≈Xpw Rm≥ lrZ-b-Øn¬ kq£n-°p-∂Xpw Xriq¿ ktΩ-f-\-Øn¬h®v F©n-\o-tbgvkv Atkm-kn-tb-j≥ \¬Inbs]m∂m-Sbpw ]qs®-≠p-am-Wv.

C∂v PohnXw kzÿw. imco-cn-I-tam,am\-kn-Itam Bb Hcp Akz-ÿ-XI-fp-an-√.Hcp ]ncn-ap-dp-°-ß-fn-√. Hcp ]t£ CXhenb ]co-£-W-L- -ßsf AXn-Po-hn-°m≥Ign-™-Xp-sIm-≠mhmw ]o˛-bq-Wn-th-gvkn-‰n°v "hn]-Øns‚ KpW-^-e-ßƒ' (Advan-

tages of Adversities) Fs∂mcp ]mTw ]Tn-®-Xp-sIm-≠m-hmw.

Cu ]cm-Xn-Iƒ°pw, ]X dnt∏m¿´p-Iƒ°pw ]nd-In¬ "t] -bnse ]cm-Xn-°m-c≥'amX-am-bn-cp-∂n-√. F©n-\o-tbgvkv Atkm-kn-tb-js\ XmgvØn-s°-´m≥ F∂pw ian-®n-´p≈ as‰mcp Atkm-kn-tb-j≥ IqSn-bp≠v; Rm≥ Ah-tcm-sSm∏w tNcm-Xn-cp∂Xnep≈ sshcm-Kyw. Rm≥ tNcm-Xn-cp-∂Xn¬ l_o-_n\v a\x-]-bm-k-ap-≠m-bn-cp-s∂-¶nepw sshcm-Ky-sam-∂p-ap-≠m-bn-cp-∂n-√,C∂pw Rßƒ \√ kplr-Zv_‘w ]pe¿Øp∂p.

tKmhn-µ≥ Ipń kmdpw Rm\pw XΩn¬C∂p \√ Kpcp-˛-in-jy-_‘w ]pe¿Øp-∂p.Hcp No v F©n-\o-b¿ F∂ \ne-bn¬ amX-a√ km¿ 1985-˛¬ s]≥j≥ ]‰n-b-Xm-Wv.C∂pw Btcm-Ky-hm-\mbn If-a-t»-cn-bn¬ Ign-bp-∂p. Fd-Wm-Ipfw hgn-t]m-Ip-tºmƒkmdns\ ImWmsX t]mIm≥ a\ p kΩ-Xn-°n-√. kmdn-t\m-sSm∏w Aev]-k-abw Ign-™p-Iq -Sp -tºmƒ Hcp ]pXnb DW¿hv(Positive Energy) e`n-°p∂ A\p-`-hw.

Rm≥ CX-bp-sam-s°- FgpXn°q-ń-bXvC\nbpw kam-\-km-l-N-cy-ßƒ \nß-fn¬]e¿°p-ap-≠m-tb-°mw, Ahsb AXn-Po-hn-°m-\p≈ Du¿÷w e`n-°p-sa∂ hnizm-k-tØm-sS, As√-¶n¬ Aßn-s\-bp≈ "A_-≤-ßfn'¬ sN∂p NmSm-Xn-cn-°m-\p≈ Hcpap≥I-cp-X-emIs´ F∂ k±p-t±-i-tØm-Sp-Iq-Sn-bm-Wv.

Cu ]Xn-k-‘n-I-fn-sems° F\n°v[m¿ΩnI ]n¥pW \evInb Ht´sd F©n-\o-b¿ kplr-Øp-°-fp-≠v, s]≥j≥ In´m-Xm-b-t∏mƒ kmº-Øn-I-k-lmbw \evIn-b-h-cp≠v; "]X-hm¿Ø-I-fnepw hnPn-e≥kvtIkp-I-fnepw Fs¥-¶nepw Ig-ºp-Im-Wm-Xn-cn-°n√' F∂v kwibw ]I-Sn-∏n® kplr-Øp-°-fp-ap-≠v. Ah-tcm-sS√mw \µn.

v

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hydel bullet - january 2016 - ksebea

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